Australia - Hays Salary Guide 2013

SELECTIVE INVESTMENTINSIGHTS TO INFORMThe 2013 Hays Salary Guide: Salary & Recruiting Trends

STABILITY RETURNSWhile it is clear that there is now sustained demand, much of it in the more traditional disciplines such as Accountancy & Finance, IT and Sales & Marketing – it’s not in every function, in every region. Our clients are making strategic hires into roles that will offer long term benefits for the organisation – be they permanent or short term.

The qualities of the most valued candidates are consistent though, with capability, culture fit and specific relevance to the job at the top of many shortlists. The keys to attracting those high potential candidates still lies with finding them, engaging with them and making sure that they see the right opportunities at the right time.

Nick Deligiannis Managing Director, Hays Australia & New Zealand

THANK YOU

Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. A list of all contributors who kindly gave their permission to be named as participants can be found on our website.

This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz

FEEDBACK

We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. E: [email protected]

DISCLAIMER

The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive.

Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.

2013 Hays Salary Guide | 3

As the dust starts to settle on the shifting picture for WA andQLD, forecasts point towards a more stable economic climatewith increased confidence; 68% of respondents say they envisagebusiness activity increasing in the coming months and record lowinterest rates will only support that.

4 | 2013 Hays Salary Guide

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Employers are cautiously optimistic about the year ahead. Last year, only 27% saw the outlook for the economy as strengthening. In comparison, this year 40% say they see a more positive outlook on the horizon.

When asked about the 12 months ahead, an encouraging 68% of employers expected their levels of business activity to increase. And 55% had already seen an increase in business activity over the 12 months prior to the survey.

Of the total employer group, 8% had no plans to increase salaries in the 12 months after the survey and 11% had not awarded any increases in the preceding 12 months. Continuing to look at theses two time periods, 57% of employers plan salary increases of less than 3% (49% had awarded such increases in 2012); 32% increases of 3% to 6% (33% in 2012) and 2% increases of 6% to 10% (5% in 2012). Only 1% of employers planned salary increases of more than 10% compared to 2% in 2012.

When asked about permanent headcount over the next 12 months, 37% of those surveyed expected headcount to increase, 51% for staff levels to stay the same and 12% for numbers to decrease. Reflecting on the past 12 months, 35% of employers had increased permanent headcount, 42% kept it on hold and 23% decreased numbers.

Of those employers planning to hire, 83% say the roles will be full-time (down from 85% in 2012), 20% plan more part-time staff (18% in 2012), 14% more casual staff (15% in 2012) and 17% will increase their use of temporary/contracting staff (unchanged).

By sector, permanent headcount is expected to grow most within Engineering and Project Management with 60% and 49% respectively of employers predicting growth in these areas. Hiring intentions in Accountancy & Finance are consistent with the prior year at 26% planning to increase hiring. A large 80% of employers plan to keep Marketing headcount unchanged but of those employers surveyed none were planning to decrease headcount.

Sales professionals are in demand but mostly for “hunter” roles that will increase the revenues of the organisation while demand for Account Management talent has declined. Resources & Mining employers remain focused on retention, a continuing trend from 2012.

The largest area of skills shortage appears to be junior to mid management talent in both Operations and Accountancy & Finance. The next highest areas of skills shortage were for Junior to Mid Management talent for Engineering, Technical roles, Sales & Marketing and IT roles.

As an indicator of the need to increase flexibility in the workforce we’ve seen a 25% increase in the number of respondents expecting to utilize temporary and contract staff on an ongoing basis. In terms of skills shortages, more than 63% of those surveyed said that the effectiveness of their operations would be impacted by not finding the right skills for their business. Interestingly, career path and development was identified as being critical to attracting the best candidates by 41% of respondents, yet in contrast only 10% say their organization is perceived as offering those opportunities by the market. Similarly, in order to cope with skills shortages, 61% of employers would consider sponsoring candidates from overseas compared to 59% in 2012.


SALARY INCREASESM

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1. Average % increases from last reviews: across all countries

For specific industries:

11%Nil

49%Less than 3%

33%From 3% to 6%

5%From 6% to 10%

2%More than 10%

Advertising & Media

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

IT & Telecommunications

Manufacturing

Mining & Resources

Professional Services

Public Sector

Retail

Transport & Distribution

Other

18

20

7

10

11

9

17

7

7

8

7

9

46

45

53

62

51

54

29

48

55

57

54

48

32

26

35

23

28

31

45

34

36

33

38

37

7

3

5

7

3

6

9

1

4

4

2

2

3

3

3

2

11

2

1

2


SALARY INCREASES

2. When you next review, by what percentage do you intend to increase salaries? across all countries


8%Nil

57%Less than 3%

32%From 3% to 6%

2%From 6% to 10%

1%More than 10%

Advertising & Media


Financial Services



Manufacturing

Mining & Resources


Public Sector

Retail


Other

21

16

5

5

8

9

10

4

3

2

14

5

39

52

58

72

46

59

41

56

65

67

60

59

32

25

35

23

36

30

43

37

31

29

25

33

4

6

1

7

2

5

2

1

1

4

1

1

3

1

1

2

1

2


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3. Does your company offer flexible salary packaging?

Of those who answered yes, the following benefits were indicated as being commonly offered to...

BENEFITS

All employees More than 50% Less than 50% Few employees

Car 13% 8% 29% 51%

Bonuses 25% 16% 22% 37%

Private health insurance 32% 5% 8% 55%

Parking 33% 14% 18% 36%

Salary sacrifice 54% 7% 14% 26%

Above mandatory superannuation 34% 6% 12% 48%

Private expenses 14% 5% 12% 70%

76%YES

24%NO


4. Over the last 12 months, have permanent staff levels in your department... across all departments

STAFFING

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23%Decreased

42%Remained the same

35%Increased

For specific departments:

Accountancy & Finance

Engineering

Human Resources

Information Technology

Marketing

Operations

Project Management

Purchasing

Sales

Other

19

16

21

21

30

25

27

21

26

31

53

44

45

54

60

34

24

29

48

31

28

40

34

25

10

41

49

50

26

38


STAFFINGM

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5. Over the coming year, do you expect permanent staff levels to... across all departments

12%Decrease

51%Remain the same

37%Increase



Engineering

Human Resources


Marketing

Operations

Project Management

Purchasing

Sales

Other

9

4

14

11

14

16

28

9

9

65

36

51

57

80

38

35

36

61

48

26

60

35

32

20

48

49

36

30

43


6. If you expect staffing levels to increase, please specify how:

STAFFING

Note: Multiple choices permitted.

Full time/ permanent staff

83%

Employment of part-time staff

20%

Employment of casual staff (on your payroll)

14%

Temporary/ contractors

(through an employment consultancy)

17%

Job sharing

3%

Mixture, other (inc. overseas recruitment,

acquisitions)

3%


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STAFFING

7. How often do you employ temporary/contract staff? across all departments

19%Regular ongoing

basis

43%Special projects/

workloads

38%Exceptional

circumstances/never



Engineering

Human Resources


Marketing

Operations

Project Management

Purchasing

Sales

Other

13

20

18

25

10

23

27

43

26

16

39

48

45

57

70

42

54

21

30

42

48

32

37

18

20

35

19

36

44

42


STAFFING

8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments

14%Decrease

71%Remain the same

15%Increase



Engineering

Human Resources


Marketing

Operations

Project Management

Purchasing

Sales

Other

12

8

15

18

30

15

13

14

9

12

77

84

71

57

70

67

65

57

56

72

11

8

14

25

18

22

29

35

16


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SKILL SHORTAGES

9a. Do you think that skill shortages are likely to impact the effective operation of your business/department?

37%No

45%Yes - in a minor way

18%Yes - signifcantly

9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?

10. For which areas have you recently found it difficult to recruit?

61%YES

39%NO

Junior to mid management

Senior management

Junior to mid management

Senior management

Accountancy & Finance 19% 8% Operations 19% 11%

Distribution 3% 1% Purchasing 2% 1%

Engineering 15% 13% Sales & Marketing 14% 8%

Human Resources 5% 2% Technical 15% 7%

IT 12% 3% Other 15% 6%


WORK PRACTICES

11. Does your workplace allow for flexible work practices?

83%YES

17%NO

12. If yes, which practices do you currently offer?*

Flexible leave options

Career breaks Phased retirement

Part time employment

80%

Flexible working hours

76%

Flex-place

54%

Job sharing

29%

35%

17% 14%

13. Has overtime/extra hours in your organisation over the last 12 months...

If increased, by how much?

Per week Month end Year end

5 hours or less 37% 15% 9%

5 - 10 hours 35% 26% 15%

More than 10 hours 10% 22% 34%

11%Decreased


26%Increased

*Multiple choices permitted.


14. For non-award staff in your organisation, is overtime/extra hours worked...

15. Is it your policy to counter-offer staff when they resign?

Of those you counter-offered, on average, did they....

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38%Paid

62%Unpaid

61%No

38%Sometimes

1%Yes

16. Over the last 12 months has your staff turnover rate:

22%Decreased


26%Increased

3% 22%42%

33%

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

Stay less than 3 months

Stay 3 - 12 months

Stay longer than 12 months

Leave anyway


EMPLOYER BRANDING

17. How important do you think the following factors are for an employer brand and how well do you think your organisation is perceived on the same criteria?

Level of importance

Organisational perception

Career path/training & development

An individual’s ‘fit’ with the company’s vision, culture and values

Direct/indirect experience of the company

Salary and benefits

Work/life balance

2

2

2

1

2

3

3

9

4

4

14

14

29

20

18

40

38

41

52

45

5

2

2

2

3

16

12

8

12

11

35

30

33

41

34

34

36

45

38

37

41

43

19

23

31

10

20

12

7

15

Poor

No impact

Okay

Minor impact

Good

Some impact

Very Good

Significant impact

Excellent

Major impact


ECONOMIC OUTLOOKM

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ECO

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OK

18. In the past 12 months, has business activity...

21%Decreased


55%Increased

19. In the next 12 months, do you envisage business activity: across all industries

7%Decreasing

25%Remaining the same

68%Increasing


Advertising & Media


Financial Services



Manufacturing

Mining & Resources


Public Sector

Retail


Other

15

13

2

4

8

7

4

7

5

13

5

25

24

25

19

8

32

23

26

26

22

24

26

60

63

73

81

88

60

70

70

67

73

63

69


ECONOMIC OUTLOOK

20. What are the key factors driving your business activity?

Current economic conditions

Projects driven by government

Capex investments

Consumer/business confidence

Currency/forex rates

Interest rates 46

50

15

39

30

5

46

37

42

37

36

36

8

13

43

24

34

59

None Some Significant

21. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

10%Weakening

50%Static

40%Strengthening

*This data was collected during March 2013.

SKILLS SHORTAGESSTILL POWERING SALARY MOVES


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Using our salary tablesSalaries are in ‘000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies.

Head of HR

Sydney300 Typical salary220 - 400 Salary range


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YINFORMATION TECHNOLOGY

AUSTRALIAAs predicted, both private and public sector employment has remained fairly steady overall in the first half of 2013 as organisations looked to improve systems in order to create a better customer experience, gain efficiencies and take advantage of developing technologies.

We did see a number of job cuts in the public sector but this activity was offset by the job growth in the private sector as major institutions continued to reform their IT structures. Within the private sector, major programmes of work were undertaken in banking and financial services, utilities and telecommunications organisations.

The majority of the recruitment activity in information technology involved an increased volume in contracting staff as companies looked to remain flexible. We also saw fairly major growth within the systems integrators and other IT services organisations such as software and advisory.

In infrastructure, we witnessed constant demand over the year for all levels of support, and, moving up the levels, skills in networking, security and design as major projects, upgrades and new network builds in the enterprise space continued. Skills in the communications vendor space were in high demand, and we also started seeing challenger brands to these technologies enter the market.

The software development area saw continued growth within Java technologies creating consistent hiring across the board. Microsoft technologies also kept up, with SharePoint, ASP.Net and MVC framework professionals in demand. Candidates with opensource technologies were also highly sought after particularly those with skills in DRUPAL and Magento as organisations looked to implement more cost-effective strategies. In addition, increased mobile activity pushed up demand in the iOS and Android space.

With continued IT investment, programs of work demanded strong business analyst skills and we have seen a significant push for functional BAs with excellent communication capabilities. This has been an ongoing trend, as IT touches on all areas of a business. Such major pieces of work saw requirements for strong Project and IT change managers

coming through. Furthermore, we saw a large number of senior roles recruited as businesses looked to bring intellectual property and IT knowledge back in-house after years of outsourcing. This has led to strategy and enterprise architecture skills being in high demand.

As companies are increasingly looking at ways to harness information to help them make the right decisions and gain competitive advantage, we are seeing an increased demand for candidates with strong data warehousing and business intelligence skills. With the big data trend, candidates with strong technical and analytical skills will continue to be sought after for targeted projects and campaigns.

We predict demand for technology experts will continue with candidate demand driven particularly by the mobile and security areas of the IT sector. Organisations are keen to take advantage of cloud technology, virtualisation and its knock-on effect as well as to use technology to enable better customer relationships – moving from transactional to networked consumers. Technology continues to move from occupying a back-office cost-reduction role to the role of “enabler” within the organisation. Technologists with business-focused softer skills will continue to be in constant demand.

Public sector

Within the public sector, there has been a number of major business driven projects enabled by technology developments which has meant an increased demand for IT change and business readiness candidates. Within federal government there has been a focus on decreasing contractor numbers in preference for engaging candidates on fixed term contracts or permanently. This has primarily been cost-led and has had a knock-on effect on rates and candidate availability. This has been coupled with slight contract rate reductions, but has not been offset by higher permanent salaries. Contractors are still being sought where they have hard to find or specific skill sets. High candidate demand exists in DRUPAL, CRM, SharePoint, Oracle BI developers, and those with a strong knowledge of cloud computing.

New ZealandDemand for talent in the IT and telecommunications sectors was higher than other sectors in both 2012 and early 2013. Factors influencing the increase in both temporary and permanent roles include the roll out of ultra fast broadband, increased competition in e-mobile devices and data, the infrastructure rebuild in Christchurch, and upgrades and roll outs of new ERP solutions.

ERP consultants such as Dynamics AX Specialists have been in high demand. An increase in Windows-based projects also created a shortage of experienced client facing Wintel Engineers. Development support and business intelligence have been two other employment hot spots in 2013 with more companies wanting to acquire SQL DBA professionals. Demand for Business Analysts within the health and telco sectors has also been high. Contract Test Analysts and VMware (virtual storage) experts for cloud technology projects are also on the increase. Rates and salaries rose in all areas of high demand.

Employers are keen to hire candidates on fixed term contracts while candidates prefer either the security of permanent employment or a higher hourly contract rate. Indecisiveness has proved costly for some employers. In demand candidates receive multiple offers so a lengthy recruitment processes will see an employer regularly miss out on the best candidates.

88%OF EMPLOYERS SEE BUSINESS ACTIVITY IN INFORMATION TECHNOLOGY AS INCREASING OVER THE NEXT 12 MONTHS


• All salaries shown exclude superannuation

• New Zealand salaries are represented in New Zealand dollars

NOTES:

INFORMATION TECHNOLOGY

SYSTEM SUPPORT & ADMINISTRATION Service Desk/Level 1Desktop Support/Level 2

Systems Administration/Level 3 UNIX Administration

NSW - Sydney48 63 85 8540 - 55 55 - 70 70 - 100 80 - 105

NSW - Regional48 55 70 8540 - 55 45 - 60 60 - 80 80 - 100

VIC - Melbourne48 60 85 9540 - 55 55 - 70 75 - 100 80 - 110

VIC - Regional50 55 65 8545 - 55 50 - 60 55 - 70 75 - 100

QLD - Brisbane, Gold Coast & Sunshine Coast50 55 80 8545 - 55 50 - 60 70 - 90 70 - 100

SA - Adelaide45 55 70 8040 - 50 50 - 60 60 - 80 70 - 100

WA - Perth45 60 90 10040 - 50 50 - 70 70 - 110 75 - 120

ACT - Canberra45 55 70 10042.5 - 47.5 45 - 60 60 - 80 90 - 120

TAS - Hobart50 55 65 7545 - 50 50 - 55 60 - 70 65 - 90

NT - Darwin45 60 90 7040 - 50 50 - 70 70 - 110 60 - 80

NZ - Auckland45 55 70 8540 - 50 45 - 55 65 - 75 75 - 95

NZ - Wellington42 40 65 8835 - 45 38 - 45 50 - 70 75 - 95

NZ - Christchurch40 45 55 9035 - 45 40 - 50 50 - 60 80 - 100

Team Leader Helpdesk Manager Applications Support

NSW - Sydney75 85 8060 - 85 70 - 100 60 - 100

NSW - Regional70 80 7560 - 80 70 - 90 60 - 90

VIC - Melbourne80 95 7575 - 95 80 - 110 60 - 90

VIC - Regional75 80 7070 - 80 75 - 95 65 - 80

QLD - Brisbane, Gold Coast & Sunshine Coast100 100 7580 - 120 80 - 120 60 - 90

SA - Adelaide75 70 6060 - 90 65 - 90 55 - 65

WA - Perth78 90 7570 - 95 70 - 100 55 - 85

ACT - Canberra75 80 7565 - 85 70 - 90 60 - 80

TAS - Hobart70 80 7060 - 75 70 - 90 65 - 75

NT - Darwin60 60 5050 - 80 50 - 80 45 - 65

NZ - Auckland75 90 7070 - 85 75 - 110 60 - 80

NZ - Wellington74 82 7564 - 83 77 - 110 56 - 95

NZ - Christchurch65 82 7057 - 75 70 - 95 60 - 80




NOTES:


NETWORK MANAGEMENTNetwork Administration Network Engineer Network Security Network Designer

NSW - Sydney83 98 100 9075 - 90 85 - 110 80 - 120 80 - 110

NSW - Regional70 85 95 10060 - 80 70 - 100 75 - 115 80 - 120

VIC - Melbourne80 95 110 12070 - 90 80 - 110 90 - 125 100 - 130

VIC - Regional70 75 80 8560 - 85 65 - 85 70 - 100 75 - 100


SA - Adelaide70 80 110 9060 - 80 70 - 90 90 - 130 80 - 100

WA - Perth80 100 110 12060 - 90 80 - 120 75 - 130 100 - 140

ACT - Canberra85 100 100 11070 - 90 80 - 110 100 - 120 110 - 130

TAS - Hobart75 80 95 10065 - 80 70 - 90 80 - 100 90 - 110

NT - Darwin70 80 75 8060 - 80 70 - 100 60 - 85 70 - 90

NZ - Auckland80 85 90 11080 - 110 80 - 110 80 - 100 95 - 125

NZ - Wellington80 85 90 11070 - 90 80 - 110 80 - 100 85 - 120

NZ - Christchurch90 85 85 10080 - 100 80 - 110 80 - 100 90 - 110

Network Architect Data/Voice Engineer Telco Engineer

NSW - Sydney140 105 85120 - 160 90 - 125 75 - 95

NSW - Regional115 90 8090 - 140 80 - 100 75 - 95

VIC - Melbourne135 110 85120 - 150 90 - 140 75 - 100

VIC - Regional110 90 8095 - 125 75 - 110 75 - 100


SA - Adelaide120 90 80100 - 140 75 - 110 75 - 100

WA - Perth140 120 100121 - 160 80 - 135 75 - 130

ACT - Canberra130 100 75130 - 150 95 - 110 65 - 85

TAS - Hobart100 95 8090 - 120 80 - 115 75 - 95

NT - Darwin90 90 7070 - 100 75 - 100 45 - 65

NZ - Auckland130 95 95100 - 140 80 - 120 75 - 115

NZ - Wellington120 98 85110 - 140 85 - 115 70 - 100

NZ - Christchurch125 100 90110 - 150 80 - 120 80 - 100




NOTES:


SOFTWARE.Net Developer

Senior .Net Developer

Team Leader - .Net

Java Developer

Senior Developer

Team Leader - Java

NSW - Sydney68 85 105 68 85 10555 - 80 75 - 100 95 - 125 55 - 80 75 - 100 95 - 125

NSW - Regional68 85 110 68 85 11055 - 80 75 - 100 85 - 130 55 - 80 75 - 100 85 - 130

VIC - Melbourne65 80 110 65 80 11050 - 75 70 - 90 100 - 130 50-75 70 - 90 100 - 130

VIC - Regional60 80 90 60 80 9050 - 70 70 - 90 80 - 100 50-70 70 - 90 80 - 100

QLD - Brisbane, Gold Coast & Sunshine Coast70 100 115 70 100 11550 - 80 85 - 110 100 - 130 50 - 80 85 - 110 100 - 130

SA - Adelaide60 80 90 60 80 9050 - 70 70 - 90 80 - 100 50-70 70 - 90 80 - 100

WA - Perth80 85 105 80 85 10560 - 90 70 - 95 90 - 125 60-90 70 - 95 90 - 125

ACT - Canberra80 90 110 80 90 11070 - 90 80 - 100 100 - 120 70 - 90 80 - 100 100 - 120

TAS - Hobart75 90 95 75 90 9570 - 80 85 - 95 90 - 110 70 - 80 85 - 95 90 - 110

NT - Darwin70 85 105 70 85 10560 - 85 75 - 95 90 - 125 60 - 85 75 - 95 90 - 125

NZ - Auckland60 80 100 60 80 10055 - 75 75 - 95 95 - 110 55 - 75 75 - 95 95 - 110

NZ - Wellington60 85 100 60 85 10050 - 70 70 - 100 90 - 110 50 - 70 70 - 100 90 - 110

NZ - Christchurch60 75 95 60 75 9550 - 70 70 - 90 85 - 110 50 - 70 70 - 90 85 - 110

Mobile Apps Developer Web Designer

C/C++ Developer

Snr C/C++ Developer

Developer (Other)

Snr Developer (Other)

NSW - Sydney80 90 68 85 68 8570 - 90 80 - 100 55 - 80 75 - 100 55 - 80 75 - 100

NSW - Regional80 85 68 85 68 8570 - 90 70 - 100 55 - 80 75 - 100 55 - 80 75 - 100

VIC - Melbourne80 80 65 80 65 8070 - 90 70 - 90 50 - 75 70 - 90 50 - 75 70 - 90

VIC - Regional85 70 60 80 60 8080 - 90 60 - 80 50 - 70 70 - 90 50 - 70 70 - 90


SA - Adelaide65 70 60 80 60 8055 - 80 53 - 80 50 - 70 70 - 90 50 - 70 70 - 90

WA - Perth70 80 80 85 80 8560 - 80 70 - 90 60 - 90 70 - 95 60 - 90 70 - 95

ACT - Canberra90 90 80 90 80 9080 - 100 80 - 100 70 - 90 80 - 100 70 - 90 80 - 100

TAS - Hobart80 80 75 90 75 9070 - 90 70 - 90 70 - 80 85 - 95 70 - 80 85 - 95

NT - Darwin70 75 70 85 70 8560 - 80 65 - 85 60 - 85 75 - 95 60 - 85 75 - 95

NZ - Auckland75 80 60 80 60 8070 - 85 70 - 75 55 - 75 75 - 95 55 - 75 75 - 95

NZ - Wellington75 80 60 85 60 8570 - 90 70 - 75 50 - 70 70 - 100 50 - 70 70 - 100

NZ - Christchurch75 80 60 75 60 7570 - 85 70 - 75 50 - 70 70 - 90 50 - 70 70 - 90




NOTES:


DATA Report Writer Data Analyst Database Developer

BI/DW Development Architect DBA

NSW - Sydney75 90 85 90 108 13055 - 90 75 - 105 70 - 100 80 - 120 95 - 120 110 - 150

NSW - Regional70 80 85 85 108 13065 - 80 70 - 90 70 - 100 75 - 100 95 - 120 120 - 160

VIC - Melbourne75 90 80 90 115 13055 - 90 75 - 105 70 - 105 80 - 120 100 - 140 120 - 180

VIC - Regional55 75 60 90 100 10545 - 65 65 - 88 50 - 70 85 - 105 90 - 110 90 - 125


SA - Adelaide60 60 65 85 100 10055 - 70 55 - 70 55 - 75 70 - 90 90 - 120 85 - 110

WA - Perth75 90 85 90 115 12055 - 90 75 - 105 70 - 100 80 - 120 100 - 140 100 - 130

ACT - Canberra70 80 90 90 130 13055 - 75 80 - 100 80 - 100 80 - 120 130 - 150 130 - 150

TAS - Hobart70 75 75 85 100 10565 - 85 60 - 80 55 - 80 75 - 95 90 - 110 90 - 125

NT - Darwin55 90 85 90 100 10045 - 65 75 - 105 70 - 100 80 - 120 90 - 110 85 - 110

NZ - Auckland65 75 95 110 115 11055 - 80 65 - 85 75 - 110 90 - 120 95 - 130 90 - 120

NZ - Wellington65 75 80 110 115 11055 - 80 65 - 85 75 - 90 85 - 120 95 - 130 85 - 120

NZ - Christchurch65 75 65 95 115 9555 - 80 65 - 85 60 - 80 90 - 100 95 - 130 90 - 100

TESTING & QA Test Analyst Senior Test Analyst Automation Test Analyst Test/QA Manager

NSW - Sydney75 85 90 12860 - 90 75 - 105 75 - 110 115 - 140

NSW - Regional75 85 85 11565 - 85 70 - 100 70 - 100 100 - 130

VIC - Melbourne70 85 90 13060 - 90 75 - 100 75 - 110 100 - 150

VIC - Regional80 90 85 10570 - 90 80 - 100 75 - 95 95 - 120


SA - Adelaide70 80 70 10060 - 80 75 - 90 60 - 80 80 - 110

WA - Perth70 85 90 12065 - 90 70 - 110 80 - 100 100 - 130

ACT - Canberra80 90 80 9070 - 90 90 - 110 80 - 100 80 - 100

TAS - Hobart75 85 75 9070 - 90 80 - 100 70 - 90 80 - 100

NT - Darwin70 85 75 9560 - 80 70 - 110 60 - 90 80 - 110

NZ - Auckland75 85 95 11055 - 80 70 - 100 85 - 110 95 - 120

NZ - Wellington75 85 110 11070 - 80 70 - 100 90 - 120 95 - 120

NZ - Christchurch70 85 105 10060 - 85 70 - 100 95 - 110 90 - 110




NOTES:


PROJECT MANAGEMENT & BUSINESS ANALYSIS Systems Analyst Business Analyst

Senior Business Analyst BA Manager

NSW - Sydney85 85 120 13575 - 95 75 - 110 100 - 130 120 - 150

NSW - Regional75 85 100 11565 - 85 75 - 100 80 - 120 100 - 130

VIC - Melbourne90 90 110 13075 - 110 80 - 100 100 - 125 120 - 145

VIC - Regional75 75 100 11565 - 85 70 - 85 85 - 120 100 - 125


SA - Adelaide80 85 110 12565 - 100 70 - 95 85 - 125 110 - 135

WA - Perth90 85 115 12570 - 105 70 - 100 90 - 130 110 - 150

ACT - Canberra85 90 120 9075 - 100 90 - 110 120 - 140 90 - 110

TAS - Hobart80 70 80 9575 - 85 65 - 80 75 - 95 90 - 100

NT - Darwin90 85 115 12570 - 105 70 - 100 90 - 130 110 - 150

NZ - Auckland85 85 100 11070 - 95 75 - 90 90 - 110 90 - 130

NZ - Wellington85 80 90 10070 - 95 70 - 90 80 - 110 90 - 110

NZ - Christchurch85 70 80 10070 - 95 62 - 85 75 - 100 85 - 130

Project Co-ordinator Project Manager

Senior Project Manager Project Director PMO Manager

NSW - Sydney70 125 145 175 18060 - 80 100 - 150 130 - 160 150 - 200 160 - 200

NSW - Regional70 120 140 160 17060 - 80 100 - 140 130 - 150 140 - 180 140 - 200

VIC - Melbourne80 120 130 170 12565 - 90 90 - 150 120 - 160 150 - 200 100 - 150

VIC - Regional75 100 140 160 16070 - 85 90 - 130 120 - 160 140 - 180 140 - 180

QLD - Brisbane, Gold Coast & Sunshine Coast75 100 120 170 22060 - 90 80 - 120 90 - 140 150 - 200 180 - 250

SA - Adelaide75 100 130 150 14560 - 85 85 - 120 120 - 150 130 - 200 120 - 180

WA - Perth80 125 140 175 19070 - 90 100 - 150 120 - 160 150 - 210 180 - 200

ACT - Canberra70 110 120 160 12060 - 80 90 - 140 120 - 140 160 - 180 110 - 130

TAS - Hobart70 90 110 130 15065 - 80 80 - 110 100 - 120 120 - 150 130 - 180

NT - Darwin80 110 140 160 15570 - 90 90 - 140 120 - 160 120 - 180 120 - 180

NZ - Auckland70 100 120 140 14560 - 80 90 - 120 110 - 140 130 - 165 135 - 170

NZ - Wellington65 100 130 150 13058 - 70 90 - 120 110 - 150 130 - 180 118 - 148

NZ - Christchurch65 95 130 130 13058 - 70 90 - 120 110 - 150 120 - 155 125 - 140




NOTES:


MANAGEMENTInfrastructure Manager

Service Delivery Manager IT Manager Change Manager

NSW - Sydney130 150 165 135120 - 165 110 - 180 140 - 180 110 - 160

NSW - Regional120 120 130 115100 - 140 100 - 140 100 - 160 100 - 150

VIC - Melbourne120 120 130 125100 - 150 100 - 160 90 - 170 100 - 155

VIC - Regional110 110 90 110100 - 130 100 - 130 80 - 120 100 - 130


SA - Adelaide130 100 125 120100 - 160 80 - 120 85 - 165 85 - 150

WA - Perth130 130 140 125120 - 140 90 - 160 110 - 160 100 - 150

ACT - Canberra110 120 130 105100 - 120 95 - 160 120 - 150 80 - 120

TAS - Hobart110 95 110 105100 - 120 90 - 110 100 - 150 80 - 125

NT - Darwin130 120 125 105120 - 140 90 - 140 85 - 165 80 - 120

NZ - Auckland120 90 130 105100 - 125 85 - 120 120 - 150 90 - 115

NZ - Wellington127 100 120 9890 - 150 88 - 130 110 - 140 92 - 110

NZ - Christchurch115 90 110 100100 - 130 80 - 110 100 - 120 90 - 115

Development Manager CIO CTO

NSW - Sydney150 265 265125 - 180 210 - 350 210 - 350

NSW - Regional130 200 200110 - 150 160 - 240 160 - 240

VIC - Melbourne140 250 250110 - 180 180 - 350 180 - 350

VIC - Regional120 200 200100 - 140 180 - 220 180 - 220


SA - Adelaide130 200 200100 - 220 140 - 260 140 - 260

WA - Perth130 240 240100 - 140 220 - 250 220 - 250

ACT - Canberra130 150 150120 - 140 150 - 170 150 - 170

TAS - Hobart105 150 150100 - 120 140 - 200 140 - 200

NT - Darwin105 150 15095 - 130 140 - 200 140 - 200

NZ - Auckland130 170 170110 - 150 140 - 240 140 - 240

NZ - Wellington130 180 18085 - 155 145 - 215 145 - 215

NZ - Christchurch100 150 15080 - 120 120 - 170 120 - 170




NOTES:


MISCELLANEOUS IT Trainer Technical Writer Web/ UI Designer

NSW - Sydney90 80 9065 - 110 65 - 95 75 - 105

NSW - Regional85 85 8060 - 110 70 - 100 75 - 90

VIC - Melbourne85 85 8070 - 110 70 - 110 60 - 100

VIC - Regional75 85 8565 - 85 75 - 95 75 - 95


SA - Adelaide75 67 6555 - 100 55 - 90 55 - 80

WA - Perth85 90 9565 - 105 80 - 100 80 - 110

ACT - Canberra80 80 8080 - 100 80 - 100 80 - 100

TAS - Hobart70 75 8065 - 95 70 - 90 75 - 85

NT - Darwin75 85 8065 - 95 70 - 100 70 - 95

NZ - Auckland75 80 8060 - 90 75 - 95 70 - 90

NZ - Wellington72 88 8066 - 78 78 - 91 70 - 90

NZ - Christchurch70 80 8065 - 80 75 - 95 70 - 90


KEY TRENDFOR EMPLOYERS, ONLINE & DIGITAL SKILLS ARE DOMINATING DEMAND WHEN HIRING MARKETING PROFESSIONALS

AUSTRALIAThe sales and marketing recruitment space has been generally buoyant over the past year. In terms of remuneration we have certainly witnessed a market willing to reward experts.

Companies continue to look for a competitive advantage and that means securing the strongest sales talent in the market - sales professionals who can build strong relationships as well as those that come with strong relationships already in place.

In the latter part of 2012 and into the first quarter of 2013 we saw growth in the IT & T sales space with hiring demand coming from both services and software companies. Employers have been looking for experienced solution sales professionals who can build strong business cases and prove return on investment to clients.

The FMCG space has seen a lot of movement across the country, with some major companies recruiting to help them adapt to an ever-changing marketplace.

Within the industrial space, some locations have fared better than others, with buoyancy in the resources & mining and the energy sectors offsetting slower growth in the construction and property sector, particularly in Australia’s eastern states. Employers across both the FMCG and industrial markets have also been looking to hire proven sales performers.

A major trend across all areas within sales has been a drop in demand for account management professionals as the focus has shifted more strongly on the hunter type of roles.

On the management side there has been an increase in the number of international businesses trying to break into the Australian market as it is regarded as stable and offering growth potential. This has created hiring demand for roles categorised as ”Sales Manager” but which are in reality more typically National Business Development Management positions where the successful candidates are expected to grow the business and then create opportunities for employing additional staff.

Candidates at the senior end of the market have sensed more insecurity, which in turn has led to a lack of turnover as people stay where they are.

Within marketing and PR the job shedding in media and a reduction in traditional journalist type roles has seen an increase in these people looking for opportunities in public relations and communications.

Experienced marketing candidates who can prove previous ROI are in demand particularly for mid management roles where the candidate can prove experience in a similar industry.

The major trend within marketing has again been in the online space. All states report that skills with online and digital marketing are in high demand. This demand extends right through the online process, from Campaign Designers, to search engine optimisation to front end design and implementation.

Moving forward, we predict a continued shift to candidates with online skills and experience especially for roles across social media channels, and for candidates who can engage in real time with the customer.

This has been a very active year in the public sector with the supply of quality candidates expected to remain steady. Social media will continue to grow through the year with most sales and marketing roles now incorporating some form of social media. Media Advisors and Communications Managers are still in high demand with good candidates not staying on the market for long. We are finding that both candidates and clients are being more particular about the roles with some candidates holding out for higher salaries and budget constraints in government creating more thorough hiring processes.

NEW ZEALANDEmployers supplying products and services to the building/construction market are driving demand for sales professionals. Those with experience in new business development are in particular demand as organisations seek to capitalise on the opportunities brought about by the Christchurch rebuild and the improvement in the Auckland residential market.

As a result, salaries have increased in Christchurch due to a lack of available talent, yet have remained constant across both Auckland and Wellington where the candidate pool is larger.

Within marketing departments there has been an increasing demand for digital and insights professionals on the client side, as well as an increased interest in social media experts with experience developing a brand and products using new media. The need for digital and social media specialists will continue to grow as businesses begin to understand the value they can contribute to their brand and the bottom line.

Demand for sales and marketing professionals is expected to increase with hiring sentiment underpinned by the Christchurch rebuild, with the emphasis being on customer acquisition. Professionals with mature skills in this area are regarded as having transferable skills and thus are able to attract multiple offers from employers across different industries leading to increased salary demands.

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SALES & MARKETING


NOTES:• All salaries shown exclude superannuation


• For sales roles, salary excludes car and commission

SALES & MARKETING

SALES Inside Sales RepSales Executive/Rep Channel Manager

Category Manager

Business Manager

NSW - Sydney60 70 100 100 15050 - 65 60 - 90 80 - 120 80 - 120 120 - 180

VIC - Melbourne55 60 90 95 14045 - 65 50 - 70 80 - 100 75 - 110 110 - 165

QLD - Brisbane55 60 70 80 11045 - 60 50 - 65 65 - 85 70 - 90 80 - 115

SA - Adelaide45 50 70 85 11040 - 55 55 - 65 55 - 80 70 - 95 85 - 125

WA - Perth50 60 85 95 11040 - 60 50 - 80 80 - 100 88-115 90 - 130

ACT - Canberra50 65 75 95 10045 - 55 55 - 75 60 - 80 80 - 110 80 - 120

NZ - Auckland55 70 90 90 11045 - 60 55 - 85 70 - 110 80 - 120 90 - 120

Account ManagerSenior Account Manager

KeyAccount Manager

National Account Manager

NSW - Sydney70 100 100 12060 - 90 80 - 110 80 - 120 100 - 140

VIC - Melbourne70 90 100 11560 - 80 80 - 100 90 - 110 100 - 130

QLD - Brisbane70 80 85 10055 - 80 70 - 95 75 - 95 90 - 120

SA - Adelaide60 65 70 9055 - 70 60 - 80 60 - 80 70 - 105

WA - Perth75 90 90 10070 - 100 80 - 120 80 - 110 90 - 120

ACT - Canberra60 85 80 10050 - 75 70 - 90 70 - 90 85 - 120

NZ - Auckland75 90 95 10065 - 85 70 - 110 80 - 130 80 - 130

Business Development Manager

Territory Manager

State/Regional Manager

National Sales Manager

Director of Sales

NSW - Sydney150 80 120 160 210100 - 180 60 - 90 90 - 150 120 - 200 150 - 250

VIC - Melbourne85 65 100 140 21070 - 100 50 - 70 80 - 120 120 - 160 170 - 250

QLD - Brisbane75 60 100 120 15060 - 85 50 - 70 80 - 120 110 - 150 120 - 170

SA - Adelaide65 70 85 100 12060 - 70 60 - 80 75 - 110 80 - 130 90 - 140

WA - Perth85 75 120 120 16065 - 100 60 - 100 85 - 140 110 - 170 150 - 200

ACT - Canberra90 70 100 120 12080 - 100 65 - 85 90 - 120 90 - 140 110 - 130

NZ - Auckland85 65 105 125 15075 - 95 55 - 75 80 - 130 90 - 150 130 - 200




• For sales roles, salary excludes car and commission

NOTES:

SALES & MARKETING

MARKETINGMarketing Assistant

Marketing Coordinator

Marketing Executive

Marketing Manager

Senior Marketing Manager

Marketing Director

NSW - Sydney60 65 80 110 150 20055 - 65 65 - 70 70 - 95 95 - 130 140 - 175 175 - 220

VIC - Melbourne50 60 70 100 130 18045 - 55 55 - 65 65 - 75 90 - 120 120 - 150 150 - 200

QLD - Brisbane45 55 75 95 110 14035 - 55 45 - 65 65 - 80 80 - 110 100 - 120 120 - 150

SA - Adelaide50 60 65 80 100 12545 - 55 50 - 65 55 - 75 75 - 100 90 - 120 100 - 140

WA - Perth45 55 65 90 130 14040 - 55 45 - 65 55 - 80 75 - 120 120 - 180 130 - 190

ACT - Canberra50 65 70 95 120 17045 - 65 60 - 70 65 - 75 110 100 - 140 150 - 200

NZ - Auckland50 55 65 90 120 17040 - 60 45 - 60 55 - 75 80 - 120 100 - 140 150 - 200

Event Coordinator

Event Manager

Brand Manager

Campaign Manager

Product Manager

NSW - Sydney65 90 100 100 10055 - 70 70 - 100 85 - 110 85 - 110 85 - 110

VIC - Melbourne65 100 100 100 12055 - 70 90 - 120 90 - 120 90 - 120 100 - 140

QLD - Brisbane50 70 90 90 9040 - 55 60 - 75 80 - 110 80 - 110 80 - 110

SA - Adelaide60 85 75 70 8555 - 75 75 - 90 70 - 90 65 - 80 75 - 100

WA - Perth60 85 90 85 8550 - 70 80 - 110 80 - 120 70 - 110 70 - 110

ACT - Canberra65 90 90 95 9060 - 70 80 - 100 85 - 95 90 - 100 80 - 100

NZ - Auckland60 75 90 80 9050 - 75 55 - 80 80 - 110 70 - 100 80 - 110

Research Exec/Marketing Analyst

Direct Marketing Manager

Direct Marketing Executive

Advertising Manager

Advertising Executive

NSW - Sydney90 85 110 110 8070 - 100 70 - 100 95 - 130 90 - 120 75 - 90

VIC - Melbourne85 75 100 90 7075 - 95 70 - 85 90 - 120 80 - 110 65 - 75

QLD - Brisbane75 70 90 90 7070 - 90 60 - 80 80 - 100 80 - 100 60 - 80

SA - Adelaide65 65 85 80 6055 - 70 55 - 75 75 - 90 75 - 90 55 - 75

WA - Perth70 70 85 90 7065 - 90 60 - 80 80 - 120 80 - 120 60 - 80

ACT - Canberra70 90 70 90 6560 - 80 80 - 110 65 - 75 70 - 90 60 - 70

NZ - Auckland65 80 90 100 6055 - 75 70 - 90 80 - 110 80 - 120 55 - 75




NOTES:

SALES & MARKETING

DIGITALWebsite Manager

Online Marketing Manager

UX/UIDesigner

User Experience Manager Digital Producer

NSW - Sydney100 100 110 110 8090 - 120 90 - 120 100 - 120 100 - 120 70 - 90

VIC - Melbourne100 100 120 90 12090 - 120 90 - 120 100 - 140 80 - 110 100 - 140

QLD - Brisbane90 90 65 70 8080 - 100 80 - 100 60 - 75 60 - 80 70 - 90

SA - Adelaide75 90 65 70 6560 - 80 75 - 100 55 - 75 60 - 75 60 - 80

WA - Perth90 85 60 80 6580 - 125 75 - 115 50 - 70 75 - 110 60 - 80

ACT - Canberra90 85 70 80 8090 - 100 80 - 100 60 - 70 70 - 100 70 - 90

NZ - Auckland75 110 85 95 9065 - 85 100 - 120 80 - 110 80 - 120 70 - 110

Graphic Designer Content Writer Content Editor Web Publisher

NSW - Sydney90 70 70 7565 - 110 60 - 80 60 - 80 65 - 80

VIC - Melbourne85 70 72 7570 - 90 60 - 85 60 - 80 65 - 85

QLD - Brisbane65 70 70 7060 - 75 60 - 80 60 - 80 60 - 80

SA - Adelaide55 60 65 6550 - 70 55 - 70 60 - 80 60 - 80

WA - Perth55 65 90 8545 - 65 60 - 75 80 - 115 70 - 100

ACT - Canberra65 70 60 7060 - 70 60 - 70 55 - 65 60 - 80

NZ - Auckland60

N/A N/A N/A40 - 90

MARKETING

Marketing Communications Executive

Marketing Communications Manager

Sponsorship/ Fundraising Manager

NSW - Sydney85 110 10070 - 95 95 - 130 90 - 110

VIC - Melbourne75 100 10070 - 85 90 - 120 90 - 120

QLD - Brisbane75 100 9065 - 85 90 - 110 70 - 100

SA - Adelaide70 85 8060 - 80 80 - 120 65 - 85

WA - Perth70 80 9065 - 80 75 - 110 75 - 100

ACT - Canberra100 120 8590 - 110 110 - 130 80 - 90

NZ - Auckland70 90 8060 - 80 80 - 120 70 - 90




NOTES:

SALES & MARKETING

PR & COMMUNICATIONSPR Coordinator PR Executive PR Manager PR Director

NSW - Sydney65 80 100 15055 - 75 75 - 90 85 - 120 130 - 160

VIC - Melbourne65 75 100 14060 - 70 70 - 80 80 - 120 130 - 160

QLD - Brisbane50 70 90 12040 - 60 60 - 80 80 - 100 100 - 130

SA - Adelaide55 75 90 12545 - 60 60 - 85 85 - 120 80 - 130

WA - Perth65 70 90 13060 - 70 60 - 80 70 - 120 130 - 170

ACT - Canberra55 85 100 11050 - 60 80 - 90 90 - 110 100 - 120

NZ - Auckland60 70 90 12050 - 70 60 - 80 70 - 110 100 - 160

Media Relations Manager

Corporate Relations Manager

Corporate Relations Executive

NSW - Sydney110 120 80100 - 130 100 - 150 70 - 90

VIC - Melbourne100 100 7590 - 120 90 - 120 70 - 85

QLD - Brisbane90 90 7580 - 100 80 - 100 70 - 80

SA - Adelaide95 95 7580 - 110 80 - 110 60 - 80

WA - Perth90 100 7070 - 120 80 - 120 60 - 80

ACT - Canberra120 140 85110 - 130 120 - 150 80 - 90

NZ - Auckland80 120 7570 - 110 100 - 140 70 - 90

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LOOKING FOR TOMORROW’S WORKFORCE? The skills that jobseekers offer today don’t always match those needed by employers tomorrow. If business and education can’t adapt, what does the future hold? The Hays Journal analyses the complexities of the modern workplace and asks the tough questions facing those who employ and manage people.

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Australia

New South WalesSydneyChifley Tower T: 02 8226 9600O'Connell Street T: 02 9249 2200Spring Street T: 02 9221 5852City South T: 02 9280 3577North Sydney T: 02 9957 5733Chatswood T: 02 9411 8122Parramatta T: 02 9635 1133Liverpool T: 02 9601 8822Burwood T: 02 9744 3344Hurstville T: 02 9580 8333Newcastle T: 02 4925 3663Wollongong T: 02 4222 0100

VictoriaMelbourne360 Collins St T: 03 9604 9604410 Collins St T: 03 8638 8400St Kilda Rd T: 03 9804 5313Mulgrave T: 03 8562 4250Moonee Ponds T: 03 9326 2149Camberwell T: 03 9946 3500Geelong T: 03 5226 8000

QueenslandBrisbaneBrisbane T: 07 3243 3000Mt. Gravatt T: 07 3349 6563Chermside T: 07 3259 4900Gold Coast T: 07 5571 0751Maroochydore T: 07 5412 1100Ipswich T: 07 3817 1900Mackay T: 07 4960 1100Townsville T: 07 4771 5100

ACTCanberra T: 02 6257 6344

Western AustraliaPerth T: 08 9254 4595

South AustraliaAdelaide T: 08 8231 0820

TasmaniaHobart T: 03 6234 9554Launceston T: 03 6333 9400

Northern TerritoryDarwin T: 08 8943 6000

New ZealandAuckland T: 09 377 4774South Auckland T: 09 525 1333Wellington T: 04 471 4490Christchurch T: 03 377 6656

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