Australian Technology Recruitment Market Insights & Compensation Overview

Transcription

1 Australian Technology Recruitment Market Insights & Compensation Overview Pay rate

2 CONTENTS MARKET INSIGHTS & COMPENSATION OVERVIEW Market Insights Compensation Overview Executive Summary... 3 Demographics... 4 Sydney Summary About Greythorn Current Role/Employment... 6 Sydney Salary Tables Contacts/Disclaimer Market Conditions... 9 Banking & Finance Summary Job Seeking Behaviour Remuneration, Bonus & Benefits Corporate Social Responsibility International Relocation Banking & Finance Salary Tables... Government Summary... Government Salary Tables... Melbourne Summary... Melbourne Salary Tables... Brisbane Summary... Brisbane Salary Tables Canberra Summary Canberra Salary Tables

3 EXECUTIVE SUMMARY MARKET INSIGHTS & COMPENSATION OVERVIEW Richard FISCHER Managing Director I am delighted to provide you with the Greythorn Australia Technology Recruitment Market Insights and Compensation Overview for The research collates the opinions and views of almost 1800 Greythorn candidates and contractors who kindly responded to our yearly online survey. I am confident the trends and conclusions included in our report will be valuable to hiring organisations looking to navigate the job seeker markets more confidently, as well as candidates who want to be empowered with relevant data about their own field of specialisation. One thing is refreshingly clear after having polled the market for the last few years in a systematic way. The dynamism of the employment market remains unabated independently of the economic cycle. We certainly take into account the local and global macro economic outlook, as well as direct feedback from our clients and the professionals we have worked with. At the same time however, Greythorn are of the view that there is little benefit in echoing the doomsayers, which are rather abundant these days. Instead, Greythorn aspire to draw from the energy of organisations that understand they need the best talent to succeed commercially in a sustained manner. We also borrow from the desire of candidates to continue developing their careers, brushing aside a potentially adverse hiring climate. This is reflected in 90% of the survey sample declaring they are actively looking for work or that they would consider a change. Again, I cordially invite you to peruse our research. Please remember also that we have the tools to further break down the information in order to make it highly relevant for your particular profession or sector. In that sense, do not hesitate to contact us should you need more details. Richard Fischer Managing Director, Greythorn 3

4 DEMOGRAPHICS MARKET INSIGHTS Respondents Age Nearly 1800 professionals voiced their opinion about the job market in Australia. All survey responses, comments and insights have been consolidated for this Australian Technology Recruitment Market Insights and Compensation Overview These survey results are recognised throughout the Australian technology industry as an accurate representation of the industry and a market leading source of quality insights and opinions People 20 % 80 % 1 % 7 % % 1 % 25% The survey was carried out during the first Location quarter of 2013, and it was distributed in the form of an online questionnaire. QLD 10 % OTHER 5 % NSW 38 % VIC 40 % ACT 7 % 4

5 DEMOGRAPHICS (Continued) MARKET INSIGHTS Which of the following best describes your job title? What industry do you currently work in? Project-based recruitment will be a pillar of growth and activity. We received responses from a broad range of industries and job types. ICT Services & Software is clearly the most common with a third of responses falling into this industry. The top two job types are project based positions - Project Managers and Business Analysts. Project/Change Manager Business/ Systems Analyst Developer/ Analyst Programmer Consultant Other Systems/Database Administration IT Manager Testing & QA 6 % 6 % 5 % 8 % 8 % 12 % 14 % 15 % ICT Services & Software Financial & Insurance Services Other Government, Defence & Public Safety Telecommunication Services Computer Electronics & Communications Manufacturing Education & Training Health Care & Social Services Retail Trade (other than ICT) 5 % 4 % 4 % 4 % 12 % 10 % 8 % 15 % 32 % There is a larger proportion of contractors within this survey than previous years with a smaller proportion of fixed term contracts within the category. This may indicate a strengthening of the technology project landscape and recognition that in the foreseeable future, project-based recruitment will be one of the pillars of growth and activity for our industry. Data Warehousing/ BI Specialist Helpdesk/Desktop Support Architect IT Sales & Marketing Team Leader Engineer IT Director/CIO 4 % 4 % 4 % 3 % 3 % 3 % 2 % Electricity/Gas, Water/Waste (Utilities) Mining How are you currently employed? Fixed Term Contract Temporary Contract 8 % 15 % 24 % 3 % 3 % Independent Contractor Telecoms Network Engineer 2 % ERP/CRM 1 % 53 % Permanent 5

6 CURRENT ROLE/EMPLOYMENT MARKET INSIGHTS How long have you been in your current role? How satisfied are you in your current role? More than 3/4 of the respondents are happy to recommend their employer to a friend or colleague. < 1 year 43 % 1-2 years 33 % 40 % 14 % Very satisfied Fairly satisfied Interestingly, 43% of respondents have been in their current role for less than 12 months. This shows clear signs of candidate movement within the industry. Historically, tenure has been higher. ¾ of respondents would recommend their employer to a friend or colleague. This provides a great opportunity for companies to promote internal positions via referrals. Companies also need to further understand as to why 25% of their staff would not recommend them, and what additional incentives can be introduced to reduce this number. 3-5 years 18 % 6-10 years 5 % >10 years 1 % Would you recommend your current employer to a friend/colleague? Yes 76 % 27 % 13 % 6 % Neutral Fairly unsatisfied Very unsatisfied No 24 % 6

7 CURRENT ROLE/EMPLOYMENT (Continued) MARKET INSIGHTS How would you rate your current job security? When did you last participate in formal training relating to your current role? Job insecurity has ranked this year at historical levels with 33% of respondents feeling insecure or very insecure in their current role. This was particularly evident within the contractor workforce, the biggest threat being the fear of having their contract terminated at short notice. Candidates within the Government sector were particularly insecure, perhaps due to the upcoming election and budget cuts within the public sector. Only 40% of respondents have received training in the last 12 months and 24% have never received training. This is a surprise in an industry that changes as fast as technology and will be a contributor to the high staff turnover many companies experience. Very secure Secure Insecure Very insecure 6 % 11 % 27 % 56 % 16 % 18 % 18 % 0-3 Mths 12 % 4-6 Mths 5 % 7 % 7-9 Mths Mths 1-2 Yrs 2-5 Yrs 24 % Never One third of respondents now work as part of a virtual team. Enabled by flexible task management approaches and remote working technologies, this proportion is forecast to continue growing, contributing perhaps towards a more balanced work/home life. How would you rate your company s on-boarding and induction process? Adequate 42 % Do you work as part of a virtual team? 23 % Inadequate 20 % Comprehensive Yes No 15 % Non-existent 34 % 66 % 7

8 CURRENT ROLE/EMPLOYMENT (Continued) MARKET INSIGHTS Communicating your hiring plans will increase attraction and retention of staff. Do you bring your own computer to the office for work purposes? How do you expect the size of your team to change in the next 12 months? Increase Looking to the short to medium term, 29% of respondents expected their teams to grow in This is a contrast to the general lack of perceived job security. If you are one of the organisations expecting to grow, now is the time to communicate the growth plans internally and externally to attract and retain staff. Yes 12 % 29% Remain the same 12% of all respondents bring their own computers to work with almost 20% of those being contractors. Contractors feel more comfortable and confident on client sites having their own devices to hand. There is, however, still a way to go for bring your own device to be the norm. We found these statistics surprising in view of all the noise about BYOD. No 88 % 48% Decrease 23% 8

9 MARKET CONDITIONS MARKET INSIGHTS How are you feeling about the future of the economy over the next 12 months? Optimism about the employment market is palpable on the candidate side. Extremely optimistic Optimistic Indifferent Pessimistic 2 % 41 % 26 % 27 % Technology professionals in Australia, are in their majority, optimistic about the future of the economy; however, they believe there are fewer jobs available within the technology industry compared to Their optimism also showed, as they expected better and more opportunities in Factored in these views would be that we seem to be leaving the GFC behind and the federal elections taking place later in the year. The change in the employment market was particularly evident within the Government sector with 50% of Government respondents believing there are less opportunities available. Extremely pessimistic 4 % How would you rate the current technology employment market compared to 12 months ago? More jobs available now About the same level % 38 % 17 % 43 % What do you think will happen in the next 12 months? More jobs available now About the same level 28 % 39 % Less jobs available now 46 % 40 % Less jobs available now 33 % 9

10 MARKET CONDITIONS (Continued) MARKET INSIGHTS Having polled candidates for a number of years now, we can say outsourcing continues to be a threat to the technology industry. Over 25% of respondents have lost a role due to outsourcing and 20% are worried their role may be outsourced in the future. This threat is apparent across all industry specialisations. Knowledge and expertise wise, Cloud Computing has been identified as the skill set that will be most valuable for the next 12 months, followed closely by Mobility Solutions, Business Intelligence and Information Systems Analysts. Have you lost a job due to outsourcing? Yes 27 % No 73 % Do you fear your current job may be outsourced? Yes 20 % No 80 % What do you believe will be the most valuable skill sets in technology in the next months? Do you believe that there are currently enough technology graduates in Australia to satisfy industry needs? Cloud Computing 51 1 % Mobility Solutions Business Intelligence Information Systems Security Business Analysis 26 % 30 % 34 % 37 % 36 % 64 % Yes No 10

11 MARKET CONDITIONS (Continued) MARKET INSIGHTS In the past 3 years, have you ever self funded study to progress your work skills and/or career? Do you feel pressure to increase your non-it skills in order to advance your career? Technology professionals with non-it skills such as business acumen and commerce skills will be at an advantage. No 38 % $ Yes 62 % No 44 % Yes 56 % In relation to education and training, 62% of the surveyed candidates have self-funded study to progress their career. This positively promotes self-development and reiterates the importance of formal studies to career progression. If employers are unable to assist with further study, candidates are motivated enough to do this themselves. Contractors, in particular, are keen to keep their skills up-to-date. IT remains a technically based industry with only 56% of candidates feeling the need to increase their non-it skills to advance their career. Hiring Managers feedback is quite different and those IT professionals who develop skills like business acumen and negotiation will put themselves at an advantage in this competitive labour market. The old adage of it s who you know still rings true in the technology market with 80% of respondents believing that having a good network of contacts is fundamental to success in this industry. What do you think employers value more during the hiring process? Experience 84 % Qualifications 16 % In the technology industry, do you feel it is often a case of who you know and not what you know? Yes 80 % No 20 % 11

12 JOB SEEKING BEHAVIOUR MARKET INSIGHTS Which of the following best describes your current job seeking behaviour? Have you ever lost interest in a role because the recruitment process was taking too long? Don t let (your recruitment) process get in the way of hiring great talent. Not interested in changing jobs Not actively looking but keeping an eye on the market 50% 7% 43% Actively looking No 31% 46% Yes, two or more times 43% of respondents are actively looking for work, an increase from 32% in This is a huge proportion and presents both positive attraction opportunities and retention issues. Only 7% of respondents are in no way interested in changing roles. This number would probably be quite shocking for employers: Greythorn s Hiring Intentions survey revealed employers believe only 11-25% of their staff would consider changing roles. What is THE MOST important attribute you look for in a Manager? Yes, once 23% Don t let process get in the way is the key message to employers. 69% of respondents have lost interest in a role because the recruitment process took too long. Companies are at risk of losing quality candidates to a competitor, perhaps due to hesitation or red tape. Speed to hire is one of the cheapest competitive advantages in the recruitment market. Top of the list for desired management skills include creating a positive and enjoyable working environment, setting clear expectations, easy to deal with (approachable) and being fair/honest. Note, however, workers leave jobs because of lack of challenge which suggests challenge needs to be technically based. Creates a positive & enjoyable working environment Sets clear expectations Easy to deal with/approachable Fairness & honesty Doesn t micro manage Technical knowledge or specialist expertise Good communication skills Regularly recognises my contribution Challenges me 5 % 5 % 3 % 3 % Accessible/available 2 % 9 % 14 % 14 % 13 % 32 % 12

13 JOB SEEKING BEHAVIOUR (Continued) MARKET INSIGHTS Please identify the primary reason you left your last position: Suitable induction programs that clearly spell-out career paths will assist with talent retention. Permanent/Fixed Term Contract Career development Redundancy New challenge/ more interesting work 12 % 11 % 16 % Contract/Independent Contractors End of contract New challenge/ more interesting work Redundancy 6 % 9 % 48 % Higher salary Immigration (moved to Australia) 6 % 8 % Higher salary Career development 6 % 5 % Career development continues to remain the top driver for permanent technology candidates changing jobs. Candidates are extremely keen to develop their skills and are now even taking matters into their own hands by self-funding their studies. Better work/life balance Poor management/relationship with manager Job security Better location/easier commute Relocation (within Australia) 5 % 5 % 4 % 3 % 2 % Poor management/relationship with manager Better work/life balance Immigration (moved to Australia) Travelling Job security 5 % 4 % 3 % 3 % 2 % The number of redundancies and contracts Other 28 % Relocation (within Australia) 2 % being cut short has significantly increased since New challenges and higher salary are also key drivers. Other 7 % As career development is one of the most common reasons technology professionals leave jobs, companies may improve their retention strategies by having structured induction programs and career matrixes. This will identify progress paths for each professional and enable career based training programs. 13

14 REMUNERATION, BONUS & BENEFITS MARKET INSIGHTS Has your overall remuneration increased in the last 5 years? Which of the following benefits are included in your current package? Training is significantly more valuable than flexible benefits and holidays for technology professionals right now. Training is the most valued benefit to technology candidates. Last year s most valued benefit was flexible working conditions. Candidates understand the importance of keeping their skills up-to-date, as noted on previous pages. Employers who are offering training as part of their employment value proposition should be promoting this at the beginning of the recruitment process as they are more likely to attract top talent. Yes, I am satisfied with the progression 54 % No, this is to be expected due to the current economy No, I am feeling undervalued by my employer Flexible working (homeworking/flexitime) Annual bonus scheme Mobile phone Salary sacrifice Over 20 days holiday 23 % 23 % Training Top 5 most important benefits: Training Free company parking Insurance (death in service/life insurance) Share incentive/option scheme Flexible benefits (choosing from a range of options) Healthcare Extended maternity/paternity leave Paid study leave Car or car allowance 38 % 36 % 32 % 30 % 25 % 24 % 20 % 15 % 11 % 9 % 9 % 8 % 8 % 7 % Flexible working Travel allowance 7 % Annual bonus scheme Gym membership 7 % >20 days holiday Flexible benefits 14

15 REMUNERATION, BONUS & BENEFITS (Continued) MARKET INSIGHTS Were you satisfied with your latest bonus from your employer? Over the next 12 months, what do you anticipate will happen with contract rates within your specific skill set? Job security is losing importance to financial benefits. The top reasons professionals choose to contract is because of the variety of work/ projects and better financial rewards. They may be swayed into a permanent opportunity if offered job security and better career prospects. We have also come across a number of permanent staff leaving their roles for contract positions due to the higher financial rewards. 34% of respondents feel that contract rates will increase in the next 12 months. Unfortunately contractor rates have decreased over the past few years and are generally at their lowest rate since Being a specialist and having up-to-date technical or project skills will assist increasing your rewards. Yes Not entitled No $ $ 26 % 26 % $ 48 % What would be the main reason you would consider a permanent job? Career prospects Increased job security Better benefits Not considering 33 % 31 % 25 % 11 % Moderate increase 32 % Moderate decrease 11 % Remain the same 53 % Strong increase 2 % 2 % Strong decrease What is the MAIN reason you choose to contract? Variety of work, employees & projects 28 % Better financial rewards 26 % Have not found a suitable permanent opportunity Freedom to be flexible 20 % 18 % Exposure to latest technologies & project work 6 % Tax benefits 2 % 15

16 CORPORATE SOCIAL RESPONSIBILITY MARKET INSIGHTS Please indicate whether you agree or disagree with the following: How important is it to you, that a company: Over half of respondents will consider working a 4 day week for pro rata salary. Agree Flexible working conditions are becoming more important to me Disagree 86% 14% Is actively trying to reduce its carbon footprint 15% 12% 33% 31% Not at all Not very Neutral Quite I would turn down a job offer if I thought the company was unethical 9% Very Flexible working conditions remain a consideration for technology candidates. Over half of respondents will consider working a 4 day week for pro rata salary. This proportion has been consistent for the past three years. Employers offering this flexibility are more likely to attract quality candidates, can increase gender diversity, improve retention and reduce costs. Corporate social responsibility expectations continue to grow and can be an important factor for a candidate to consider during the recruitment process. It is important for companies to promote their CSR contributions. 85% If offered the option, I would work 4 days per week for less salary (pro rata) 55% 15% 45% I would not work for a company that did not have a Corporate Social Responsibility policy 40% A company's CSR policy would greatly influence my decision to join 38% I do not care about a company's CSR policy 35% 62% I would not work for a company that does not have environmental policy 32% 60% 65% 68% Supports a charity Offers flexible working conditions Offers part time work 5% 1% 2% 11% 12% 11% 9% 9% 18% 40% 32% 38% 48% 37% 27% 16

17 INTERNATIONAL RELOCATION MARKET INSIGHTS Over half of respondents are considering international relocation in order to develop their careers. Do you feel threatened by the number of skilled overseas workers entering Australia? Haven t really thought about it Yes 36% No 46% 18% Would you consider relocating internationally for a suitably attractive opportunity? Yes No Maybe 46% 28% 26% Over a third of respondents are feeling threatened by the number of skilled overseas workers entering Australia. The Australian Government intervened in this highly publicised topic by monitoring the number of 457 business sponsorship visas being offered to overseas talent. It appears the removal of LAFHA has not deferred candidates making the move to Australia. Over half of the respondents would consider international relocation, the reasons being career development and access to better opportunities. The UK continues to remain the number one choice for relocation, which is surprising given the past economic concerns and high taxes. Despite the troubled Euro-Zone, it appears the UK is certainly looking to a more positive future. If yes, where would you consider relocating to? North America 51% UK 54% South America 11% Europe 42% Africa 6% UAE 20% Asia 41% NZ 36% 17

18 SYDNEY SUMMARY SYDNEY SALARY SURVEY The NSW Technology Recruitment market reflects the mood of the national forecast of modest economic growth in Continued global uncertainties and a Federal election this year are pre-announcing that the upcoming 12 months will not be a period of quick or easy gains for Technology professionals. Against this backdrop there are a number of pivotal ICT projects in the pipeline for the State, both in the public and private sectors; these should result in solid opportunities for people within the industry to advance their careers in the months ahead. The obvious pressure across many IT departments is on headcount, with team reductions stemming from ongoing corporate restructuring and rationalisation programs. It is interesting to note, however, that international outsourcing and the move of work to Cloud providers explains the job market dynamics only partially. We are also witnessing a solid march towards SOW (Statement of Works) projects. This is not a superficial change; project-driven recruitment drives dramatically different financial implications at department and whole-of-company level, and is monitored and evaluated not only by the known HR tracking and performance metrics. Meantime, our business and the entire recruitment industry continues its reshaping as internal recruitment teams, MSP/RPO providers, online professional networks, traditional advertisers, etc all look to solidify their position in the talent market value chain. In this context, organisations such as Greythorn need to quickly adapt to the way our clients buy talent. Flexibility and agility are demanded from suppliers who now need to approach customers with a strong consultative bias. We are confident this environment will play well to our specialist, premium delivery strategy and operations. 18

19 ARCHITECTURE SYDNEY SALARY SURVEY Data Architect Enterprise Architect Network Architect Security Architect Software Architect Solutions Architect Technical Architect View our latest Architecture roles 19

20 BUSINESS INTELLIGENCE & DATA WAREHOUSING SYDNEY SALARY SURVEY Big Data Analyst Business Intelligence Developer/Analyst Business Intelligence Architect Data Analyst Data Architect Data Scientist Data Warehousing/Modelling Specialist Data Warehouse Developer Data Warehouse Architect ETL Architect ETL Developer Predictive Modeller/Analyst Statistical Modeller Customer Analytics/Campaign/Insights Analyst View our latest Business Intelligence & Data Warehousing roles 20

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22 DATABASE DEVELOPMENT & ADMINISTRATION SYDNEY SALARY SURVEY Database Administrator - DBA Database Designer Database Manager Database Programmer/Developer View our latest Database Development & Administration roles 22

23 DIGITAL & MEDIA SYDNEY SALARY SURVEY Android Developer Art Director AS3 Developer Back-End Developer (.NET/Java/Open-Source & CMS) Coldfusion Developer Digital Business Analyst Digital Change/Capability Management Digital Delivery & Digital Product Manager Digital Producer Digital Program Manager/Project Director Digital Project Manager Digital Strategist Django Developer E-Commerce Manager Front End (UI Developer) Graphic Designer Head of Digital Information Architect Interactive Design ios Developer

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25 INFRASTRUCTURE, NETWORKS & SUPPORT SYDNEY SALARY SURVEY Application Packager Application Support Analyst Citrix System Administrator Citrix System Engineer Desktop Support Analyst Environment Coordinator Environment Manager Field Service Technician Helpdesk/Service Desk/Desktop Support Manager Helpdesk/Service Desk/Desktop Team Leader Helpdesk/Service Desk Analyst Infrastructure Architect Infrastructure Manager IT Graduate IT Manager Network Administrator Network Architect Network Designer Network Engineer Network Manager

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27 IT SALES & MARKETING SYDNEY SALARY SURVEY Account Manager BDM - Managed Services - IT BDM - Software BDM - Software/Services BDM - Telecomm - Managed Services BDM - Telecomm/Hardware BDM Hardware/Infrastructure Head of Sales Inside/Internal Sales Marketing Director Marketing Manager Pre-Sales Product Manager Sales & Marketing Manager Sales Channel Manager