2012 HAYS SALARY GUIDE SHARING OUR EXPERTISE

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1 2012 HAYS SALARY GUIDE SHARING OUR EXPERTISE Salary and recruiting trends across Australia & New Zealand

2 YEARS OF EXPERIENCE 36 LOCATIONS IN THE REGION CONSULTANTS IN AUSTRALIA & NEW ZEALAND 12,000 TEMPORARY & CONTRACT STAFF ENGAGED WEEKLY 15,000 PEOPLE PLACED IN PERMANENT JOBS EACH YEAR 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: 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 Hays Salary Guide

3 CONTENTS EMPLOYER QUESTIONNAIRE RESULTS 4 Market Overview & Trends SALARY INFORMATION 29 Accountancy & Finance 31 Commerce & Industry - Financial Executives 38 Commerce & Industry - Financial Services 40 Commerce & Industry - Accounting Support 44 Professional Practice 59 Banking 71 Insurance 77 Office Support 82 Contact Centres Western Australia, Queensland and the Northern Territory are firmly in the express lanes of Australia s economy and there is no denying that the surging staffing needs of organisations involved in Australia s resources boom have driven the jobs market forward over the past year. They have also, to some degree, insulated Australia from economic woes in the Eurozone and volatility in the world s major stock markets. New Zealand s economy meanwhile continues to recover from the Christchurch earthquake and employers are now more positive in their outlook. Employers involved in Australia s resources boom are not the only ones hiring. Despite a barrage of negative headlines in the media, the reality is that organisations across Australia and New Zealand are hiring and specialist professionals remain in short supply both within and outside our mining and resources industry. There is also a wide-ranging understanding from employers in all industries that to find and retain the best people remains a challenge. Often the candidates that are available do not match all the requirements employers have. There is still a shortage of the right candidates to fill vacancies and competition for the top talent remains. For the most part, candidates with skills in demand have more realistic salary expectations compared to last year. While some employers will increase salaries, the savvier amongst them are designing a comprehensive retention and engagement package that includes not only a realistic salary but also a development pathway and a range of innovative benefits to compete for candidates with the unique combination of skills needed. Nick Deligiannis Managing Director, Hays Australia & New Zealand 86 Human Resources 89 Sales & Marketing 93 Retail 95 Logistics 98 Procurement 100 Legal 105 Life Sciences 107 Healthcare 109 Education 110 Policy & Strategy 112 Information Technology 120 Construction, Architecture & Engineering 122 Architecture 123 Engineering 126 Construction 128 Local Government 129 Property & Facilities Management 130 Property 132 Facilities Management 133 Manufacturing & Operations 135 Energy 136 Design Engineering 137 Operations & Maintenance 138 Project Development 139 Resources & Mining 148 Oil & Gas 149 Project Development 152 Operations & Maintenance 153 Geosciences & Petroleum Engineering 2012 Hays Salary Guide 3

4 MARKET OVERVIEW & TRENDS SKILLS SHORTAGES INTENSIFY Hays Salary Guide

5 The demand for candidates in a broad range of industries across Australia and New Zealand can be easily overshadowed by the colossal staffing needs of those involved in Australia s resources boom. Our survey clearly shows that not only are employers across most industries continuing to register both permanent and temporary jobs, but for positions in demand skills shortages have intensified over the past year in both countries. According to our survey of employers, skills shortages are most prominent at the junior to mid management level for operations staff (up ten per cent year-on-year), followed by technical (up ten per cent), accountancy & finance (up four per cent), sales & marketing (up seven per cent) and engineering (up nine per cent). Compared to last year s findings, these skills shortages have clearly become more intense over the year. Perhaps that s why 59 per cent of employers would consider employing or sponsoring a qualified overseas candidate in skill-short areas. In terms of vacancy activity, 39 per cent of employers increased permanent staff levels in their department over the last 12 months. Over the coming year, 40 per cent expect permanent staff levels to increase, of which the overwhelming majority will be full-time staff. Meanwhile 15 per cent of employers said they employ temporary or contract staff on a regular ongoing basis and a further 45 per cent said they employ them for special projects or workloads. Looking ahead, 17 per cent expect their use of temporary and contract staff to increase. In response, employers are increasing salaries, albeit moderately. According to our survey, 44 per cent increased salaries in their last review less than three per cent, while 46 per cent increased between three and six per cent. A lucky 10 per cent received increases above six per cent. It should come as no surprise that the mining and resources industry led the way when it came to salary increases; 55 per cent of employers increased salaries between three and six per cent while a further 20 per cent increased above six per cent. This was closely followed by professional services, where 53 per cent of employers increased salaries between three and six per cent and 17 per cent increased above six per cent. Looking ahead, the mining and resources industry has the highest expectations for future salaries increases, followed by professional services. In other key findings, 84 per cent of workplaces allow for flexible work practices, with part-time employment and flexible working hours or compressed working weeks the most popular options, followed by flex-place (such as working from home or alternative location). Staff turnover increased in 30 per cent of organisations, indicating that candidates have become more confident about seeking new challenges, while business activity increased in 60 per cent of organisations and remained steady in a further 22 per cent Hays Salary Guide 5

6 MARKET OVERVIEW & TRENDS SALARY POLICY 1. On average in your last review, by what percentage did you increase salaries? Across all industries: 9% 35% 46% 8% 2% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industry: Advertising & Media 10% 38% 33% 19% Construction, Property & Engineering 10% 26% 49% 12% 3% Financial Services 9% 30% 51% 7% 3% Hospitality, Travel & Entertainment 7% 53% 38% 2% IT & Telecommunications 14% 27% 45% 9% 5% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% Hays Salary Guide

7 For specific industry continued: Manufacturing 10% 44% 43% 2% 1% Mining & Resources 6% 19% 55% 12% 8% Professional Services 7% 23% 53% 17% Public Sector 6% 45% 43% 4% 2% Retail 9% 49% 35% 5% 2% Transport & Distribution 7% 53% 38% 1% 1% Other 9% 42% 43% 4% 2% 2012 Hays Salary Guide 7

8 MARKET OVERVIEW & TRENDS SALARY POLICY 2. When you next review, by what percentage do you intend to increase salaries? Across all industries: 6% 46% 42% 5% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industry: Advertising & Media 5% 48% 38% 9% Construction, Property & Engineering 7% 39% 46% 7% 1% Financial Services 10% 42% 43% 5% Hospitality, Travel & Entertainment 7% 60% 31% 2% IT & Telecommunications 4% 42% 50% 3% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% Hays Salary Guide

9 For specific industry continued: Manufacturing 4% 59% 35% 2% Mining & Resources 30% 55% 13% 2% Professional Services 5% 39% 46% 9% 1% Public Sector 6% 53% 41% Retail 2% 2% 12% 46% 38% Transport & Distribution 6% 54% 37% 3% Other 9% 50% 39% 2% 2012 Hays Salary Guide 9

10 MARKET OVERVIEW & TRENDS SALARY POLICY 3. Does your company offer flexible salary packaging? Yes 77% No 23% Of those who answered yes, the following benefits were indicated as being commonly offered to... All employees More than 50% Less than 50% Few employees Car 12% 9% 25% 54% Bonuses 28% 18% 21% 33% Private health insurance 28% 5% 9% 58% Parking 39% 13% 15% 33% Salary sacrifice 53% 9% 12% 26% Above mandatory superannuation 31% 6% 11% 52% Private expenses 13% 5% 14% 68% Hays Salary Guide

11 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 4. Over the last 12 months, have permanent staff levels in your department... Across all departments: 18% 43% 39% Decreased Remained the same Increased For specific departments: Accountancy & Finance 20% 51% 29% Engineering 24% 24% 52% Human Resources 16% 46% 38% Information Technology 24% 43% 33% Decreased Remained the same Increased 2012 Hays Salary Guide 11

12 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS For specific departments continued: Marketing 12% 50% 38% Operations 21% 34% 45% Project Management 34% 31% 35% Purchasing 14% 72% 14% Sales 26% 22% 52% Other 16% 34% 50% Decreased Remained the same Increased Hays Salary Guide

13 5. Over the coming year, do you expect permanent staff levels to... Across all departments: 10% 50% 40% Decrease Remain the same Increase For specific departments: Accountancy & Finance 10% 64% 26% Engineering 12% 24% 64% Human Resources 10% 51% 39% Information Technology 16% 46% 38% Decrease Remain the same Increase 2012 Hays Salary Guide 13

14 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS For specific departments continued: Marketing 12% 25% 63% Operations 10% 43% 47% Project Management 12% 42% 46% Purchasing 57% 43% Sales 9% 48% 43% Other 8% 42% 50% Decrease Remain the same Increase Hays Salary Guide

15 6. If you expect staffing levels to increase, please specify how: 85% 18% 15% Full time/ permanent staff Employment of part-time staff Employment of casual staff (on your payroll) 17% 3% 2% Temporary/ contractors (through an employment consultancy) Note: Multiple choices permitted. Job sharing Mixture, other (inc. overseas recruitment, acquisitions) 2012 Hays Salary Guide 15

16 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 7. How often do you employ temporary/contract staff? Across all departments: 15% 45% 40% Regular ongoing basis Special projects/ workloads Exceptional circumstances/ never For specific departments: Accountancy & Finance 7% 34% 59% Engineering 28% 48% 24% Human Resources 16% 51% 33% Information Technology 8% 57% 35% Marketing 12% 63% 25% Regular ongoing basis Special projects/ workloads Exceptional circumstances/ never Hays Salary Guide

17 For specific departments continued: Operations 16% 45% 39% Project Management 27% 46% 27% Purchasing 71% 29% Sales 39% 31% 30% Other 19% 36% 45% 2012 Hays Salary Guide 17

18 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 8. In the next 12 months, do you expect your use of temporary/contract staff to... Across all departments: 10% 73% 17% Decrease Remain the same Increase For specific departments: Accountancy & Finance 10% 82% 8% Engineering 4% 60% 36% Human Resources 11% 74% 15% Information Technology 13% 68% 19% Marketing 88% 12% Decrease Remain the same Increase Hays Salary Guide

19 For specific departments continued: Operations 10% 69% 21% Project Management 8% 61% 31% Purchasing 28% 43% 29% Sales 9% 56% 35% Other 11% 69% 20% 9a. Do you think that skill shortages are likely to impact the effective operation of your business/department? 31% 48% 21% No Yes - in a minor way Yes - signifcantly 2012 Hays Salary Guide 19

20 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate? Yes 59% No 41% 10. For which areas have you recently found it difficult to recruit? Junior to mid management Senior management Junior to mid management Accountancy & Finance 19% 11% Operations 21% 11% Distribution 4% 1% Purchasing 4% 1% Engineering 18% 11% Sales & Marketing 18% 9% Human Resources 5% 3% Technical 19% 9% IT 14% 5% Other 18% 6% Senior management 11. Does your workplace allow for flexible work practices? Yes 84% No 16% 12. If yes, which practices do you currently offer? 78% 78% 56% 27% Part-time employment Flexible working hours/compressed working weeks Flex-place (such as working from home or alternative) Job sharing 27% 16% 12% Flexible leave options (such as purchased leave) Note: Multiple choices permitted. Career breaks Phased retirement Hays Salary Guide

21 MARKET OVERVIEW & TRENDS HUMAN RESOURCES TRENDS 13. Has overtime/extra hours in your organisation over the last 12 months... 10% 63% 27% Decreased Remained the same Increased By how much? Per week Month end Year end None 16% 27% 31% 5 hours or less 33% 19% 11% 5-10 hours 41% 30% 17% More than 10 hours 10% 24% 41% 14. For non-award staff in your organisation, is overtime/extra hours worked... Paid 37% Unpaid 63% 15. Is it your policy to counter-offer staff when they resign? 59% 40% 1% No Sometimes Yes Of those you counter-offered, on average, did they... 3% 25% 32% 40% Stay less than 3 months Stay 3-12 months Stay longer than 12 months Leave anyway 2012 Hays Salary Guide 21

22 MARKET OVERVIEW & TRENDS HUMAN RESOURCES TRENDS 16. Over the last 12 months has your staff turnover rate: 17% 53% 30% Decreased Remained the same Increased 17. Which factors do you think have the most impact on your organisation s employment brand in the market? Career path/training and development available The company s financial health and stability The company s products or services An individual s fit with the company s vision, culture and values Direct/indirect experience of the company Salary and benefits Work/life balance 0% 20% 40% 60% 80% 100% Not important Minor Importance Important Very important Extremely important Hays Salary Guide

23 18. How well do you think your organisation rates in terms of perception on the following factors? Career path/training and development available The company s vision, culture and values Direct/indirect experience of the company Salary and benefits Work/life balance 0% 20% 40% 60% 80% 100% Poor Okay Good Very well Excellent 2012 Hays Salary Guide 23

24 MARKET OVERVIEW & TRENDS ECONOMIC OUTLOOK 19. In the past 12 months, has business activity... 18% 22% 60% Decreased Remained the same Increased 20. In the next 12 months, do you envisage business activity... Across all industries: 6% 22% 72% Decreasing Remaining the same Increasing For specific industries: Advertising & Media 6% 19% 75% Construction, Property & Engineering 6% 25% 69% Financial Services 5% 16% 79% Decreasing Remaining the same Increasing Hays Salary Guide

25 For specific industries continued: Hospitality, Travel & Entertainment 15% 24% 61% IT & Telecommunications 4% 10% 86% Manufacturing 16% 19% 65% Mining & Resources 8% 15% 77% Professional Services 4% 27% 69% Public Sector 4% 25% 71% Retail 4% 29% 67% 2012 Hays Salary Guide 25

26 MARKET OVERVIEW & TRENDS ECONOMIC OUTLOOK For specific industries continued: Transport & Distribution 4% 19% 77% Other 5% 27% 68% Decrease Remain the same Increase 21. What are the key factors driving your business activity? Interest rates 10% 49% 41% Currency/forex rates 16% 41% 43% Consumer/business confidence 47% 42% 11% Significant impact Some impact No impact Hays Salary Guide

27 21. What are the key factors driving your business activity? (continued) Capex investment (by customers) 23% 37% 40% Projects driven (by Federal or State Government) 30% 37% 33% Current economic conditions 58% 37% 5% Natural disaster restoration (New Zealand and Queensland only) 28% 43% 29% Significant impact Some impact No impact 22. Do you see the general outlook for the economy in the forthcoming 6-12* months as... 16% 57% 27% Weakening Static Strengthening *This data was collected during March Hays Salary Guide 27

28 INSURANCE SECTOR OVERVIEW AUSTRALIA Australia s insurance market has continued to defy the pattern of uncertainty witnessed across the broader financial services sector. As it has done for the past three years, vacancy activity within insurance remained consistent over the last 12 months. In some states a massive volume of claims activity continued to be seen during 2011 as companies dealt with the backlog of floodrelated claims from previous years. Even when these backlogs were cleared, natural disasters on a more localised basis kept claims departments busy. As a result, candidates with claims experience continue to enjoy plentiful employment opportunities, both temporary assignments and permanent roles. Having said this, we did see a drop in the high number of temporary claims employees that had been drafted to cope with peak volumes. Instead, the use of a flexible workforce has become more prevalent for management level candidates. As competition between insurers continued to intensify over the year, so too did the demand for phone based Telesales and Customer Service Consultants within both the large insurance companies and the major banks. We also saw a continuation of acute skills shortages across the technical and general insurance markets. Today demand remains high for Loss Adjusters, Underwriters, Risk Assessors, Insurance Brokers and Account Managers across all sectors. Another trend has been the continued increase in focus for Occupational Health & Safety professionals with workers compensation experience, Return To Work Officers and injury management specialists. Demand has been consistent across both life and health insurance on both the sales and administration side. There has also been substantially high demand for Senior Case Officers, particularly with a workers compensation focus. In previous years we reported very little salary movements, despite acute and prolonged skills shortages. Over the past 12 months we continued to witness extreme skills shortages across most technical insurance areas. But we also started to see some salary increases at a higher level than was seen in previous years. The most significant increases have been in general insurance underwriting, for underwriting support roles right through to senior underwriting professionals. Underwriters in the life insurance sector have also enjoyed increases. The other salary trend of note has been in workers compensation where we have seen salary increases across the board, from Claims Assistants through to Senior Managers and Case Managers. This is an encouraging trend for the industry s future candidate attraction prospects, since at present insurance still struggles to compete with other areas of the finance sector for graduates. In other changes, employers prefer to secure candidates in a permanent role rather than temporary assignment and will move fast once a good candidate is identified. We have seen several cases of employers coming back to us with a decision a few hours after interviews were conducted. But while employers are becoming more flexible, candidates in contrast have become far more selective in the roles they will consider. They are also aware of the skills shortage and their expectations of the job function, salary and benefits have risen as a result. In response to the domestic shortage of candidates, we have seen an increase in the number of employers willing to up-skill and cross-skill candidates who are a good fit with the organisation but require additional technical training. We have also experienced a greater interest in overseas candidates with specialist insurance skills and a subsequent increase in the sponsorship of such individuals on 457 visas. Employers are also forming relationships with recruiting experts in response to the ongoing skills shortage. These are all welcome strategies to help the industry bridge its skills gap. NEW ZEALAND New Zealand s insurance industry has had an erratic and challenging 18 months. The Canterbury earthquake and subsequent aftershocks put pressure on all companies in this industry to assess and reassess claims and ensure that customers receive a high quality customer experience. Unsurprisingly, the greatest demand has been across claims and claim management, driven solely by the high workload and volume of claims. With a shortage of experienced claims candidates in major cities, new claims divisions were established in Hamilton, Tauranga and New Plymouth to fill these staffing gaps. Many claims roles are fixed-term contracts as companies wait to ascertain their permanent needs once business returns to usual. Offshore candidates on working holiday visas with strong claims experience are secured for the duration of their time in New Zealand. Highly experience claims candidates have been able to command top dollar. Increased demand for Loss Adjustors in Christchurch led to particularly high contract rates in 2011 as organisations met their immediate needs. By 2012 rates returned to more reasonable levels, although they are still higher than pre-february There has recently been an increase in the number of permanent roles, although candidates are scarce and many companies look offshore to fill these vacancies. In the first quarter of 2012, demand for Commercial Underwriters, Account Managers, Brokers, Pricing Analysts, Life Underwriters and support staff grew as businesses focused on retention and growth, as well as restructures. We are seeing a moderate supply of candidates, which may increase if insurers unwilling to take on the risk of offering earthquake cover leave the New Zealand market. In the contact centre and customer service space we saw volume recruitment campaigns resume in the second quarter of In this traditionally high turnover area, organisations need to deal with the increased volume of work from Christchurch, while still ensuring other customers receive high levels of service. As a result, salaries have increased and will continue to increase until the work created as a result of the earthquake subsides. As competition between insurers continued to intensify over the year, so too did the demand for phone based Telesales and Customer Service Consultants within both the large insurance companies and the major banks Hays Salary Guide 71

29 INSURANCE SALES & SERVICE NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington GENERAL INSURANCE UNDERWRITING NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington Business Development Manager Customer Service Officer Telesales Consultant Team Leader Client Services Manager Underwriter Support Underwriter Senior Underwriter Underwriting Manager NOTES ON SALARIES Australian salaries include superannuation New Zealand salaries exclude superannuation New Zealand salaries are represented in New Zealand dollars Hays Salary Guide

30 GENERAL INSURANCE BROKING NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington GENERAL INSURANCE CLAIMS NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington Assistant Account Executive Account Senior Divisional Executive Account Manager Account Manager Manager Claims Assessor Senior Claims Assessor Team Leader Claims Manager Senior Claims Manager NOTES ON SALARIES Australian salaries include superannuation New Zealand salaries exclude superannuation New Zealand salaries are represented in New Zealand dollars 2012 Hays Salary Guide 73

31 INSURANCE LOSS ADJUSTING/ASSESSING NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington WORKERS COMPENSATION NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington Loss Assessor/ Senior Loss Technical/ Specialist Loss Assessing Adjustor Assessor/Adjustor Assessor/Adjustor Manager Branch Manager Claims Administrator Claims Officer Compliance Officer Team Leader Manager NOTES ON SALARIES Australian salaries include superannuation New Zealand salaries exclude superannuation New Zealand salaries are represented in New Zealand dollars Hays Salary Guide

32 WORKERS COMPENSATION NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington Injury Risk Insurance Managers RTW Officers Management Specialists Risk Manager Customer Service Officer Group Life Administrator Life Insurance Consultant Team Leader Manager LIFE INSURANCE NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington NOTES ON SALARIES Australian salaries include superannuation New Zealand salaries exclude superannuation New Zealand salaries are represented in New Zealand dollars 2012 Hays Salary Guide 75

33 INSURANCE LIFE INSURANCE Claims Assessor Senior Claims Assessor Underwriter Senior Underwriter NSW - Sydney VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Christchurch/Wellington NOTES ON SALARIES Australian salaries include superannuation New Zealand salaries exclude superannuation New Zealand salaries are represented in New Zealand dollars Hays Salary Guide

34 Australia New South Wales Sydney Chifley Tower T: O'Connell Street T: Spring Street T: City South T: North Sydney T: Chatswood T: Parramatta T: Liverpool T: Burwood T: Hurstville T: Newcastle T: Wollongong T: Victoria Melbourne 360 Collins St T: Collins St T: St Kilda Rd T: Mulgrave T: Moonee Ponds T: Camberwell T: Geelong T: Queensland Brisbane Brisbane T: Brisbane City T: Mt. Gravatt T: Ipswich T: Gold Coast T: Townsville T: Maroochydore T: Chermside T: ACT Canberra T: Western Australia Perth T: South Australia Adelaide T: Tasmania Hobart T: Launceston T: Northern Territory Darwin T: New Zealand Auckland T: North Auckland T: South Auckland T: Wellington T: Christchurch T: Our international reach - operating in 32 countries Australia Austria Belgium Brazil Canada Chile China Columbia Czech Republic Denmark France Germany Hong Kong Hungary India Ireland Italy Japan Luxembourg Mexico Netherlands New Zealand Poland Portugal Russia Singapore Spain Sweden Switzerland United Arab Emirates United Kingdom United States of America HAYS and the H device are protected by trade mark and design laws in many jurisdictions. Copyright Hays plc The reproduction or transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the written permission of the owner, is prohibited. The commission of any unauthorised act in relation to the work may result in civil or criminal actions. This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nz hays.com.au hays.net.nz

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