KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2014 Hays Salary Guide: Salary & Recruiting Trends

Transcription

1 KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2014 Hays Salary Guide: Salary & Recruiting Trends

2 GET READY FOR THE HIRING TURNAROUND Recent business surveys and jobs advertising data have all pointed to a turnaround in hiring. After a few bumpy years and the fading of the mining investment boom, it seems that employers now feel more positive about hiring in But as recruitment activity increases, that old threat of a skills shortage again looms. It s quite a paradox; for some job functions there is still a surplus of candidates yet in others, often those that require highly-skilled and experienced professionals, there is a shortage of suitable talent. While this can cause obvious and understandable frustration amongst sections of the talent pool, those with the skills in demand are again starting to receive multiple offers and even counter offers. But despite this, in most cases base salaries remain stable. This is unsurprising given that cost pressure and the desire to do more with less remain dominant concerns. So too does the need for a flexible workforce, although permanent job numbers are starting to rise for highly-skilled candidates as employers want to secure skills they cannot do without. When the pressure is on to hire great people, it s easy to make the mistake of bringing in the right skills above the right culture fit. Getting the hiring right will make retaining and developing great people much easier, which is why ongoing candidate engagement is so important to us at Hays. The relationships we build with both our candidates and clients mean that we see the whole picture from all angles. With candidate confidence returning it will be more likely that candidates are willing to move in the next 12 months. Why not talk to us when you are next looking to access the most comprehensive, current and global network of talent? 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. This year s results are based on a survey of more than 2,500 employers. 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 E: salaryguide@hays.com.au 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

3 THE SKILLS SHORTAGE CHALLENGE ARE YOUR PLANS IN PLACE? MARKET OVERVIEW & TRENDS Hays Salary Guide

4 As part of our Hays Salary Guide, every year we survey employers to gather their views on salary policy, recruitment trends and economic outlook. This year s insights reveal an environment where 41% see a more positive economic outlook on the horizon. 66% expect their levels of business activity to increase in the year ahead, and 63% have already seen an increase in business activity over the 12 months prior to the survey. Perhaps that is why overtime increased in 31% of organisations over the same period. This supports an emerging trend; the desire to do more with less. So too does the focus on curbing costs, which salaries were not immune from. Of the total employer group, 9% have no plans to increase salaries in the 12 months ahead (up from 8% last year) and 12% did not award any increases in their last review, also up 1% year-on-year. When they next review, a massive 64% of employers plan salary increases of less than 3%, up from 57% last year. And while 27% of employers offered increases between 3 and 6% when they last reviewed, only 24% will do so when they next review. There are few instances of generous salary increases; just 4% of employers increased salaries by more than 6% in their last review, and 3% intend to do so in their next review. Clearly, large salary increases will not be bountiful in Candidates have slightly higher expectations for their next salary increase. When asked, 12% expect an increase above 6% and 27% expect an increase between 3 and 6%. Almost half (48%) expect to receive an increase of less than 3% while the final 13% expect no increase in their next review. When asked about permanent headcount over the next 12 months, 34% of surveyed employers say it will increase, 51% say it will remain the same and 15% will make decreases. Reflecting on the past 12 months, 34% of employers increased permanent headcount, 43% kept it on hold and 23% decreased numbers. Of those employers planning to hire, 79% say the roles will be full-time (down from 83% in 2013), 25% will increase their use of temporary/ contract staff (up from 17% in 2013), 16% plan more part-time staff (20% in 2013) and 15% more casual staff (14% in 2013). By sector, 56% of employers predict permanent headcount growth in their marketing department. In addition, 42% expect to increase headcount in their engineering and operational management departments, while 37% will increase their information technology and sales headcounts. Headcounts in project management (35%) and human resources (31%) departments will also rise. A large 62% of employers intend to keep their accountancy and finance headcount unchanged, while 24% plan increases. As an indicator of the preference for a flexible workforce, 21% of employers now use temporary and contract staff on an ongoing basis, up from 19% last year. And while 71% expect their use of temporary and contract staff to remain the same, 16% said it will increase. In terms of skills shortages, 58% of those surveyed said that the effectiveness of their operations would be impacted by not finding the right skills for their business. In skill-short areas, 64% of employers would consider employing or sponsoring a qualified overseas candidate. The largest area of skills shortage appears to be junior to mid management talent in both operations and accountancy and finance. This is followed by junior to mid management talent for technical, sales and marketing, IT and engineering roles. When it comes to attracting the best candidates, 37% of employers said career path and development was the most critical, although only 9% say their organisation is publicly perceived as offering such opportunities. Furthermore 42% said it is an individual s fit with the company s vision, culture and values that has the greatest impact on their employment brand, but only 23% said they are perceived as getting this right. 60% said their organisation has a diversity policy for hiring new staff Hays Salary Guide 5

5 SALARY INCREASES 1. Average % increases from last reviews: across all industries 12% 57% 27% 3% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: MARKET OVERVIEW & TRENDS: SALARY POLICY Advertising & Media Construction, Property & Engineering Financial Services Hospitality, Travel & Entertainment IT & Telecommunications Manufacturing Hays Salary Guide Professional Services Public Sector Resources & Mining Retail Transport & Distribution Other

6 SALARY INCREASES 2. When you next review, by what percentage do you intend to increase salaries? across all industries 9% 64% 24% 2% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: Advertising & Media Professional Services Construction, Property & Engineering Public Sector Financial Services Resources & Mining Hospitality, Travel & Entertainment Retail IT & Telecommunications Transport & Distribution Manufacturing Other 2014 Hays Salary Guide 7

7 CANDIDATE SALARY EXPECTATIONS MARKET OVERVIEW & TRENDS: SALARY POLICY & RECRUITMENT TRENDS In a separate survey we also asked our candidates what their expected salary increases were In your next review, what percentage increase do you expect to receive? across all industries 13% 48% 27% 8% 4% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: 9 36 Advertising & Media 14 Construction, Property & Engineering 10 Financial Services 10 Hospitality, Travel & Entertainment 22 IT & Telecommunications Manufacturing Hays Salary Guide Professional Services 9 Public Sector 6 56 Retail 6 50 Transport & Distribution 17 Other Resources & Mining

8 BENEFITS 3. Does your company offer flexible salary packaging? 78% 22% YES NO 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 15% 7% 23% 55% Bonuses 30% 15% 20% 35% Private health insurance 38% 5% 7% 50% Parking 32% 13% 18% 37% Salary sacrifice 55% 9% 12% 24% Above mandatory superannuation 42% 6% 7% 45% Private expenses 12% 5% 12% 71% Other 31% 6% 8% 55% STAFFING 4. Over the last 12 months, have permanent staff levels in your department... across all departments 23% Decreased 43% Remained the same 34% Increased For specific departments: Accountancy & Finance Marketing Distribution Operational Management Engineering Project Management Human Resources Purchasing/Procurement Information Technology Sales 2014 Hays Salary Guide 9

9 STAFFING 5. Over the coming year, do you expect permanent staff levels to... across all departments 15% Decrease 51% Remain the same 34% Increase For specific departments: Accountancy & Finance Marketing Distribution Operational Management Engineering Project Management Human Resources Purchasing/Procurement MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Information Technology 6. If you expect staffing levels to increase, please specify how: 79% Full time/ permanent staff 3% Job sharing Note: Multiple choices permitted Hays Salary Guide 37 25% Temporary/ contractors (through an employment consultancy) 2% Mixture, other (inc. overseas recruitment, acquisitions) 12 Sales 51 16% Employment of part-time staff 37 15% Employment of casual staff (on your payroll)

10 STAFFING 7. How often do you employ temporary/contract staff? across all departments 35% Exceptional circumstances/never For specific departments: 44% Special projects/ workloads 21% Regular ongoing basis Accountancy & Finance Marketing Distribution Operational Management Engineering Project Management Human Resources Purchasing/Procurement Information Technology Sales 2014 Hays Salary Guide 11

11 STAFFING 8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS For specific departments: 10 13% Decrease Accountancy & Finance 14 Distribution 12 Engineering 14 Human Resources Information Technology Hays Salary Guide % Remain the same Marketing 15 Operational Management 12 Project Management 23 Purchasing/Procurement 8 Sales % Increase

12 SKILL SHORTAGES 9a. Do you think that skill shortages are likely to impact the effective operation of your business/department? 42% No 41% Yes - in a minor way 17% Yes - significantly 9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate? 64% 36% YES NO 10. For which areas have you recently found it difficult to recruit? Junior to mid management Senior management Junior to mid management Accountancy & Finance 14% 7% Operations 14% 8% Distribution 3% 1% Purchasing 4% 1% Engineering 9% 7% Sales & Marketing 12% 7% Human Resources 4% 2% Technical 13% 8% IT 11% 5% Other 8% 4% Senior management 2014 Hays Salary Guide 13

13 WORK PRACTICES 11. Does your workplace allow for flexible work practices? 84% 16% YES NO 12. If yes, which practices do you currently offer?* 81% 80% 59% 42% MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Flexible working hours 34% Job sharing *Multiple choices permitted Hays Salary Guide Part time employment 24% Career breaks Flex-place 16% Phased retirement 13. Has overtime/extra hours in your organisation over the last 12 months... If increased, by how much? Flexible leave options 11% 58% 31% Decreased Remained the same Increased 5 hours or less Between 5-10 hours More than 10 hours Per Week 40% 34% 8% Month End 19% 23% 24% Year End 10% 14% 37%

14 WORK PRACTICES 14. For non-award staff in your organisation, is overtime/extra hours worked... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 65% Unpaid 35% Paid 15. Is it your policy to counter-offer staff when they resign? 66% 33% 1% No Sometimes Yes Of those you counter-offered, on average, did they... 45% 35% 19% 1% Leave anyway Stay longer than 12 months Stay 3-12 months Stay less than 3 months 16. Over the last 12 months has your staff turnover rate: 20% Decreased 55% Remained the same 25% Increased 2014 Hays Salary Guide 15

15 DIVERSITY MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS & EMPLOYER BRANDING 17. Does your organisation have a diversity policy for hiring new staff? 60% YES If yes, do you think the people who hire in your organisation generally adhere to it? 87% YES Hays Salary Guide 40% NO 13% NO

16 EMPLOYER BRANDING 18. 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 No impact Minor impact Some impact Significant impact Major impact Organisational perception Poor Okay Good Very Good Excellent Career path/training & development An individual s fit with the company s vision, culture and values People s direct/indirect experience of the company Salary and benefits Work/life balance Hays Salary Guide 17

17 ECONOMIC OUTLOOK 19. In the past 12 months, has business activity... 15% 22% 63% Decreased Remained the same Increased 20. In the next 12 months, do you envisage business activity: across all industries 7% 27% 66% Decreasing Remaining the same Increasing MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK For specific industries: 6 94 Advertising & Media Construction, Property & Engineering Financial Services Hospitality, Travel & Entertainment IT & Telecommunications Manufacturing Hays Salary Guide Professional Services Public Sector Resources & Mining Retail Transport & Distribution Other

18 ECONOMIC OUTLOOK 21. What are the key factors driving your business activity? None Some Significant Interest rates Currency/forex rates Consumer/business confidence Capex investments Projects driven by government Current economic conditions Do you see the general outlook for the economy in the forthcoming 6-12* months as... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 13% Weakening *This data was collected during March % Static 41% Strengthening 2014 Hays Salary Guide 19

19 HOW TO NAVIGATE THIS GUIDE Using our salary tables Salaries 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. Sydney Head of HR 300 Typical salary Salary range SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS The complete Hays 2014 Salary Guide is available as an app free to download from itunes. Search over 1,000 salaries and find offices in your area Hays Salary Guide

20 LEGAL SALARY INFORMATION: LEGAL AUSTRALIA Australia s legal jobs market is returning to growth following a period of recruitment freezes. Many large firms have merged with UK or US firms to gain additional work from a global perspective, while smaller firms are looking for mergers in order to bolster their position in an improving market. In fact, firms across the board are busy. Major projects have been approved and the construction sector is busy both with front and back end work. Corporate M&A and transactions are creating work while the banking and finance sector is more active, especially in terms of transactions and projects. In terms of staffing demand, Banking and Finance Lawyers are needed. Since 2008 s global financial crisis, firms have not offered this area to trainees on rotation and consequently there is now a shortage of Lawyers qualified in this area. Partners with transferrable practices are in high demand and firms are seeking out candidates who are unhappy following a merger. In addition, Partners from top and mid-tier firms are themselves looking for an opportunity in a competitive mid-tier or boutique that offers lucrative incentives to transfer clients and build practices. In other areas of demand, Senior Associates specialising in specific practice areas with a client following and strong business development skills are needed. Mid-level Lawyers who can drive business and hit the ground running are sought. So too are Technology Lawyers since businesses are integrating new technologies and IT outsourcing projects are fuelling demand. In-house Lawyers have been in high demand since the start of Businesses involved in project work in particular are looking for candidates with experience in contract negotiation, reviewing and drafting. We are seeing movement at the Legal Counsel as opposed to General Counsel level. The number of transactional roles has also increased in corporate, M&A, financial services and construction organisations. In contrast, a falling number of traineeships have flooded both the private Hays Salary Guide practice and in-house markets with graduates who have little or no experience. Competition at this entry level is high, and academic results and previous experience are the keys to securing interviews, particularly with the bigger firms. In terms of salaries, freezes were in place in 2013 and they remained steady in the first half of Those firms offering increases are only offering minimal amounts. In addition, promotional criteria is heavily scrutinised and only offered to high achievers. As a result, many expert Lawyers at the senior level are looking for new roles in firms that offer clear career progression and better salary incentives. If you are looking for a new job, be prepared for a lengthy recruitment process. Public sector Now more than ever public sector vacancy activity is centred upon contract and temporary assignments due to the continuation of headcount restrictions and budget constraints. Shorter term contracts of one to three months in duration are far more common than longer contracts. Recruitment freezes are in place. Despite this, there are still areas of demand, most notably for mid-level Lawyers who are immediately available. Demand in Freedom of Information and Legislative Review and Drafting is also prominent, and General Commercial Lawyers are sought. NEW ZEALAND A highlight of the past year has been increased recruitment activity in medium sized and boutique law firms. Vacancies became available as a result of the replacement of staff and newly created roles. Some firms looked to rebuild and develop their teams after a holding pattern while others sought experienced practitioners with a client base in order to grow their practice. There is currently a gap between the level of experience candidates have and what employers require. Current skill shortages mean that vacancies often remain open for a considerable amount of time. Demand exists for candidates in commercial property and litigation. Those with strong corporate commercial experience are particularly sought after. There is also a shortage of experienced Banking and Finance Solicitors. The traditional international legal markets for New Zealand Lawyers, such as London, the Channel Islands, Hong Kong, Singapore and the Middle East, continue to recruit Solicitors. There is growing demand for Lawyers with language skills and local qualifications, as well as experience. Candidates are very aware of current market conditions and therefore that their job search may take time. Many still cite work-life balance and flexibility as important factors when moving jobs. There are still a large number of graduates and recently admitted Solicitors seeking employment. IN DEMAND AU IN-HOUSE LAWYERS HAVE BEEN IN HIGH DEMAND SINCE THE START OF 2014 ACROSS AUSTRALIA IN DEMAND NZ CURRENT SKILL SHORTAGES IN NEW ZEALAND MEAN THAT VACANCIES OFTEN REMAIN OPEN FOR A CONSIDERABLE AMOUNT OF TIME

21 LEGAL PRIVATE PRACTICE - TOP TIER Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand Senior Associate Special Counsel Salaried Partner Equity Partner POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Parking Health cover Further education studies Gym membership Vehicle expenses Bonuses Laptops/mobile phone NOTES: Salary shown is total package including superannuation, benefits and professional memberships New Zealand salaries exclude superannuation P.A.E: Post admission experience The salary packages above have been compiled on the basis of information from top tier law firms within the CBD New Zealand salaries are represented in New Zealand dollars New Zealand figures are representative of those offered in larger commercial practices Equity partner salary is representative of profit drawing plus base and superannuation 2014 Hays Salary Guide 97

22 LEGAL PRIVATE PRACTICE - MID TIER Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand Senior Associate Special Counsel Salaried Partner Equity Partner POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Parking Health cover Further education studies Gym membership Vehicle expenses Bonuses Laptops/mobile phone NOTES: Salary shown is total package including superannuation, benefits and professional memberships New Zealand salaries exclude superannuation The salary packages above have been compiled on the basis of information from mid tier law firms within the CBD P.A.E: post admission experience Equity partner salary is representative of profit drawing rather than base plus superannuation New Zealand salaries are represented in New Zealand dollars Hays Salary Guide

23 LEGAL PRIVATE PRACTICE - SMALL PRACTICES Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand 3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand Senior Associate Special Counsel Salaried Partner Equity Partner POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Parking Health cover Further education studies Gym membership Vehicle expenses Bonuses Laptops/mobile phone NOTES: Salary shown is total package including superannuation, benefits and professional memberships New Zealand salaries exclude superannuation Equity partner salary is representative of profit drawing rather than base plus superannuation New Zealand salaries are represented in New Zealand dollars The salary packages above have been compiled on the basis of information from small law firms within the CBD P.A.E: post admission experience 2014 Hays Salary Guide 99

24 LEGAL IN-HOUSE Paralegal 0-1 yrs P.A.E Legal Counsel 1-2 yrs P.A.E Legal Counsel 2-3 yrs P.A.E Legal Counsel 3-4 yrs P.A.E NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand Legal Counsel 4-5 yrs P.A.E Legal Counsel 5-6 yrs P.A.E Legal Counsel 6+ yrs P.A.E Senior Legal Counsel 6+ yrs P.A.E General Counsel NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide New Zealand POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Car Parking Gym memberships Health cover Vehicle expenses Bonuses Laptops/mobile phone School fees Interest free loans NOTES: Salary shown is total package including superannuation, benefits and professional memberships New Zealand salaries are represented in New Zealand Dollars P.A.E: Post admission experience In-house lawyers in financial services would receive a bonus, not included in packages indicated New Zealand salaries exclude superannuation INTERNATIONAL Non qualified 0-1 yrs P.Q.E 1-2 yrs P.Q.E 2-3 yrs P.Q.E 3-4 yrs P.Q.E Hong Kong HK$ average yearly 744-1,350 N/A 781-1, , ,550 London average yearly Offshore (Channel Islands) average yearly Off Shore (Caribbean) US average yearly N/A N/A N/A N/A N/A yrs P.Q.E 5-6 yrs P.Q.E 6+ yrs P.Q.E Hong Kong HK$ average yearly 904-1, , ,960 London average yearly Offshore (Channel Islands) average yearly Off Shore (Caribbean) US average yearly POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN Medical cover Pension Relocation expenses Bonuses HK & offshore low tax NOTES: P.Q.E: post qualification experience (this refers to English qualifications which would exclude 2 years pre qualification training) Hays Salary Guide

25 RECRUITMENT OUTSOURCING SPEAK TO THE EXPERTS At Hays, we are one of the world s leading outsourced recruitment providers, offering end to end recruitment process outsourcing (RPO) and managed service provision (MSP) services as well as modular and on demand solutions. We also offer market leading vendor management systems (VMS) through our subsidiary company, 3 Story Software. These scalable services are designed to offer our clients a competitive advantage in talent acquisition and customer experience, while also effectively controlling cost, risk and quality of hire. Integral to all of our solutions are our professional services and continuous improvement programmes. These include research, insight, market reports, process reviews, employer value proposition development and integrated social and online marketing strategies ensuring our services are continually evolving. We have been providing these services in Asia Pacific for more than 20 years and support clients across the region in a range of sectors. Hays is the region s leading recruitment company, powering the world of work from 48 offices. For your requirements in Australia & New Zealand please contact Faye Aylward on or talentsolutions@hays.com.au hays.com/talentsolutions

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