hayssalaryguide 2013-au ret
TRANSCRIPT
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.
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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.
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SALARY INCREASESM
AR
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SA
LARY
PO
LICY
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
2013 Hays Salary Guide | 7
SALARY INCREASES
2. When you next review, by what percentage do you intend to increase salaries? across all countries
For specific industries:
8%Nil
57%Less than 3%
32%From 3% to 6%
2%From 6% to 10%
1%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
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
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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
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STAFFINGM
AR
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& T
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REC
RUIT
MEN
T TR
END
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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
For specific departments:
Accountancy & Finance
Engineering
Human Resources
Information Technology
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
2013 Hays Salary Guide | 11
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
For specific departments:
Accountancy & Finance
Engineering
Human Resources
Information Technology
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
2013 Hays Salary Guide | 13
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
For specific departments:
Accountancy & Finance
Engineering
Human Resources
Information Technology
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%
2013 Hays Salary Guide | 15
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
63%Remained the same
26%Increased
*Multiple choices permitted.
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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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WORK PRACTICES
38%Paid
62%Unpaid
61%No
38%Sometimes
1%Yes
16. Over the last 12 months has your staff turnover rate:
22%Decreased
52%Remained the same
26%Increased
3% 22%42%
33%
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Stay less than 3 months
Stay 3 - 12 months
Stay longer than 12 months
Leave anyway
2013 Hays Salary Guide | 17
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
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ECONOMIC OUTLOOKM
AR
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OV
ERV
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& T
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ECO
NO
MIC
OU
TLO
OK
18. In the past 12 months, has business activity...
21%Decreased
24%Remained the same
55%Increased
19. In the next 12 months, do you envisage business activity: across all industries
7%Decreasing
25%Remaining the same
68%Increasing
For specific industries:
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manufacturing
Mining & Resources
Professional Services
Public Sector
Retail
Transport & Distribution
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
2013 Hays Salary Guide | 19
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
20 | 2013 Hays Salary Guide
SALA
RY IN
FOR
MAT
ION
: SA
LARI
ES &
SEC
TOR
OV
ERV
IEW
S
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
88 | 2013 Hays Salary Guide
SALA
RY IN
FOR
MAT
ION
: RET
AIL
RETAIL
AUSTRALIAThe retail market shows some promising signs of growth for 2013 with many CEOs cautiously optimistic for the year ahead.
The grocery market will continue to perform well. Competition for market share within this sector will bring aggressive discounting and a focus on promoting private label.
With the housing market starting to strengthen, we expect support for DIY retailers as households take on projects and boost hardware sales.
Retention of staff within department stores will continue to be challenging with further competition from international fashion brands opening their doors, and ongoing growth from pure ecommerce players. The luxury sector will hold up well as we saw in 2012.
Overall salaries have followed inflation and this trend is predicted to continue through 2013.
Need for Merchandise Planners at all levels remains high, and we expect to see further salary increases for talented candidates.
On-line specialists are a skills shortage, and premiums are available for
experienced professionals at all levels. Similarly, Loss Prevention is a focus and is skills short when it comes to experienced candidates with a proven track record.
Encouragingly, the volume of retailers looking to recruit Buyers has increased with competitive packages being offered to secure top talent. Those candidates bringing a track record of results, along with loyalty, innovation and drive are in demand.
The appetite for international candidates continues, but time to hire is a key consideration.
Having the right workforce in 2013/2014 is essential if your team is going to beat the competition. Attracting and retaining the best talent will be high on most retailers’ agenda. Getting your employer value proposition correct, while rewarding staff both financially and through recognition and progression is essential. LESS THAN
3%THE AVERAGE INCREASE THAT CAN BE EXPECTED BY RETAIL PROFESSIONALS
MERCHANDISE PLANNINGMerchandise Assistant
Assistant Planner
Merchandise Planner
Senior Merchandise Planner
Planning Manager
Group PlanningManager/Director
Sydney 45 - 55 50 - 75 75 - 120 100 - 140 125 - 200 150 - 350
Melbourne 45 - 55 50 - 75 75 - 120 100 - 140 125 - 200 150 - 350
BUYINGBuying Assistant
Assistant Buyer Buyer Senior Buyer
Buying Manager
Merchandise Manager/Buying Director
Sydney 45 - 55 50 - 70 70 - 130 90 - 150 125 - 200 150 - 400
Melbourne 45 - 55 50 - 70 70 - 130 90 - 150 125 - 200 150 - 400
• All salaries shown exclude superannuation NOTES:
2013 Hays Salary Guide | 89
RETAIL
NOTES:• All salaries shown exclude superannuation
DESIGN Assistant Designer Designer
Senior Designer
Head of Design/Creative Director
Sydney 45 - 60 60 - 125 90 - 150 120 - 250
Melbourne 45 - 60 60 - 125 90 - 150 120 - 250
PRODUCT DEVELOPMENT & TECHNICAL Pattern Cutter
Garment Technician/QA
Asst Product Developer
Product Developer
Product Development Manager
Sydney 60 - 90 50 - 85 50 - 65 60 - 90 85 - 125
Melbourne 60 - 90 50 - 85 50 - 65 60 - 90 85 - 125
VISUAL MERCHANDISING VMCoordinator
Store Visual Merchandiser
Area Visual Merchandiser State VM
National VM Manager
Sydney 45 - 55 42 - 55 45 - 80 65 - 100 80 - 200
Melbourne 45 - 55 42 - 55 45 - 80 65 - 100 80 - 200
OPERATIONSIn-store SalesProfessional
Assistant SM/2IC(Turnover up $2m)
Assistant SM/2IC(Turnover $2-5m)
Assistant SM/2IC (Turnover $5-10m)
Assistant SM/2IC (Turnover $10-20m)
Assistant SM/2IC (Turnover $20m+)
Sydney 38 - 55 38 - 45 40 - 55 50 - 75 65 - 90 75 - 100
Melbourne 38 - 55 38 - 45 40 - 55 50 - 75 65 - 90 75 - 100
Store Manager(Turnover up $2m)
Store Manager (Turnover $2-5m)
Store Manager (Turnover $5-10m)
Store Manager (Turnover $10-20m)
Store Manager (Turnover $20m+)
Cluster / Area Manager 5 – 10 Stores
Sydney 45 - 60 50 - 70 65 - 110 80 - 115 90 - 125 60 - 85
Melbourne 45 - 60 50 - 70 65 - 110 80 - 115 90 - 125 60 - 85
Area/Regional Manager10 - 20 Stores
Area/Regional Manager 20+ Stores State Manager
Big Box - Multi-site 5–10 Stores
Big Box - Multi-site 11–20 Stores
Big Box - Multi-site 20+ Stores
Sydney 70 - 110 90 - 150 80 - 150 75 - 150+ 85 - 180 120 - 200
Melbourne 70 - 110 90 - 150 80 - 150 75 - 150+ 85 - 180 120 - 200
HEAD OFFICE
National Operations Manager
Retail Director
Loss Prevention Manager
E-Commerce Manager
General Manager
Sydney 150 - 300 150 - 400 80 - 120 85 - 250 200 - 500+
Melbourne 150 - 300 150 - 400 80 - 120 90 - 250 200 - 500+
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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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