KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2015 Hays Salary Guide: Salary & Recruiting Trends hays.com.au hays.net.nz
OPPORTUNITIES FOR GROWTH We are on the verge of a significant shift in our recruitment landscape. Last year employers were conservative; there was a focus on cost savings, process improvements, and temporary and contract roles. While cost savings remain a priority, organisations are now poised to boost revenue growth. As a result we re seeing rising permanent vacancy activity, increased candidate movement and new skills shortages. This will lift candidate confidence in the year to come and give employers access to candidates leaving long-term employment in search of new opportunities. Driving this change is a need for staff for the growing number of residential and infrastructure projects (especially in NSW), the expansion of sales teams to increase revenue, a need to secure IT and marketing experts in response to emerging new technology, the constant demand for healthcare services, and the addition of people who can spot opportunities for productivity and performance improvements. Green shoots are even emerging in states and territories that once relied heavily on the resources and mining industry. Thanks to this, employers tell us that they will transition away from high levels of temporary/contract roles back to more permanent positions, which is a sure indication of employer confidence. While salaries will remain stable during this transition phase; in the long-term we will start to see a broader pick-up in salaries. Until then, our advice to candidates is to focus on securing a role where you can expand your skills base and take a step forward. For employers with permanent hiring intentions, the pressure will be on to find highly-skilled talent with the right combination of technical skills and cultural fit, and then to secure and retain them with a tailored offer. With improved confidence, permanent vacancies increasing and heightened staff turnover, why not talk to us when you next need to access the most comprehensive, current and global network of talent? Nick Deligiannis Managing Director, Hays Australia & New Zealand 2015 Hays Salary Guide 3
MARKET OVERVIEW & TRENDS 36% OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS 68% SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS 4 2015 Hays Salary Guide
EMPLOYERS EYE HEADCOUNT GROWTH ARE YOU READY? This year as part of our Hays Salary Guide we surveyed 2,610 organisations, representing 2,891,747 employees, to gather their views on salary policy, hiring intentions and recruitment trends. As a group these employers have a positive outlook, with permanent headcount increases planned, flexible working practices on offer and an expectation that business activity will rise. In contrast, the year behind us will be remembered for cost cutting and doing more with less. Unsurprisingly then, 17% of employers did not increase salaries in their last review. Like the previous financial year (2013-14), those who did receive a salary increase in 2014-15 found that their wallet was not that much heavier. 56% of employers increased salaries by less than 3%, while 22% gave increases between 3 and 6%. Just 5% of employers gave increases of 6% or more. This cost-consciousness will remain when it comes to salaries in the year ahead, with 65% of employers intending to increase salaries by less than 3%. A further 19% will boost salaries between 3 and 6%, while just 3% will increase by 6% or more. Employers in the professional services, advertising & media, financial services and IT & telecommunications industries are at the front of the small pack offering these increases. While candidates have higher hopes for their next salary increase, the expectations of employees and employers are not that far apart that they can t be bridged. One way to do this is through benefits, which are offered by 77% of our total employer group. Another is through flexible work practices, offered by 84% of employers. Hiring intentions While 15% of employers plan to decrease permanent headcount in the year ahead, this will be absorbed more than twice over by the 36% who expect to increase permanent staff levels. The IT department will lead this headcount expansion, followed by project management, operational management, marketing and sales. In addition, 68% expect business activity to increase in the next 12 months, while 62% have already seen an increase in business activity over the 12 months prior to the survey. Candidates too are confident, with staff turnover increasing in 27% of organisations. This willingness of candidates to change permanent jobs and of employers to expand permanent headcount helps to explain why 45% of employers expect to decrease their use of temporary/contract staff in the year ahead. Emerging skills shortages As the available candidate pool is absorbed into new and replacement permanent roles, it is natural that skills shortages emerge. In the year ahead, 57% of employers think that skill shortages are likely to impact the effective operation of their business or department. Already we re seeing shortages of certain skilled professionals. Of our total employer group, 15% have recently found it difficult to recruit operations staff at the entry to mid management level. Employers also report challenges recruiting accountancy & finance (14%), technical (12%), sales & marketing (also 12%), IT (10%) and engineering (9%) talent at this level. Perhaps that s why 28% of employers said overtime levels had increased in their organisation. 2015 Hays Salary Guide 5
SALARY INCREASES 1. Average % increases from last reviews: across all industries 17% 56% 22% 4% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: MARKET OVERVIEW & TRENDS: SALARY POLICY 19 44 30 Advertising & Media 23 45 24 Construction, Property & Engineering 11 49 30 Financial Services 15 64 18 Hospitality, Travel & Entertainment 19 55 23 IT & Telecommunications 14 58 25 Manufacturing 6 2015 Hays Salary Guide 7 2 6 4 6 3 12 21 3 9 46 32 10 Professional Services 12 12 74 12 Public Sector 2 37 42 19 Resources & Mining 2 13 57 23 5 Retail 1 14 69 16 Transport & Distribution 4 18 59 19 Other
SALARY INCREASES 2. When you next review, by what percentage do you intend to increase salaries? across all industries 13% 65% 19% 2% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: 7 59 26 8 7 56 30 7 Advertising & Media Professional Services 16 61 18 3 2 12 76 11 1 Construction, Property & Engineering Public Sector 8 57 30 3 2 36 51 12 1 Financial Services Resources & Mining 12 70 17 1 10 71 16 21 Hospitality, Travel & Entertainment Retail 9 65 22 22 13 71 16 IT & Telecommunications Transport & Distribution 10 71 17 11 12 69 17 2 Manufacturing Other 2015 Hays Salary Guide 7
CANDIDATE SALARY EXPECTATIONS 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 20% 47% 25% 5% 3% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: MARKET OVERVIEW & TRENDS: SALARY POLICY 10 34 Advertising & Media 23 Construction, Property & Engineering 15 Financial Services 15 Hospitality, Travel & Entertainment 22 IT & Telecommunications 17 46 46 62 40 32 Manufacturing 8 2015 Hays Salary Guide 56 30 26 25 31 8 19 8 7 7 8 8 16 Professional Services Public Sector Resources & Mining Retail 29 Transport & Distribution Other 44 3 1 12 69 17 2 39 34 20 7 8 13 56 46 43 28 36 24 28 7 5 12 5
BENEFITS 3. Does your company offer flexible salary packaging? 77% 23% 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 13% 9% 25% 53% Bonuses 25% 17% 21% 37% Private health insurance 30% 5% 8% 57% Parking 34% 13% 16% 37% Salary sacrifice 56% 8% 12% 24% Above mandatory superannuation 38% 8% 10% 44% Private expenses 13% 5% 13% 69% Other 30% 8% 8% 54% 2015 Hays Salary Guide 9
STAFFING 4. Over the last 12 months, have permanent staff levels in your department... across all departments MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 23% Decreased For specific departments: 17 Accountancy & Finance 29 Distribution 28 Engineering 26 Human Resources 17 52 32 35 32 39 Information Technology 10 2015 Hays Salary Guide 51 40 36 35 31 40% Remained the same 17 Marketing 26 Operational Management 24 Project Management 28 Purchasing/Procurement 33 Sales 35 36 34 48 24 37% Increased 48 42 43 38 24
STAFFING 5. Over the coming year, do you expect permanent staff levels to... across all departments 15% Decrease 49% Remain the same 36% Increase For specific departments: 10 64 26 10 52 38 Accountancy & Finance Marketing 14 57 29 20 38 42 Distribution Operational Management 28 38 34 12 42 46 Engineering Project Management 15 49 36 14 53 33 Human Resources Purchasing/Procurement 10 46 44 16 48 36 Information Technology Sales 6. If you expect staffing levels to increase, please specify how: 80% 27% 20% 18% Full time/ permanent staff Temporary/ contractors (through an employment consultancy) Employment of part-time staff Employment of casual staff (on your payroll) 2% 2% Job sharing Mixture, other (inc. overseas recruitment, acquisitions) Note: Multiple choices permitted. 2015 Hays Salary Guide 11
STAFFING 7. How often do you employ temporary/contract staff? across all departments MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS For specific departments: 41 33% Exceptional circumstances/never Accountancy & Finance 36 Distribution 25 Engineering 30 Human Resources 19 62 40 46 21 Information Technology 12 2015 Hays Salary Guide 46 43 35 24 19 13 45% Special projects/ workloads 26 Marketing 31 Operational Management 23 Project Management 33 Purchasing/Procurement 46 Sales 46 52 41 48 26 22% Regular ongoing basis 31 28 28 22 19
STAFFING 8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments 45% Decrease 32% Remain the same 23% Increase For specific departments: 11 74 15 5 59 36 Accountancy & Finance Marketing 71 29 12 68 20 Distribution Operational Management 22 57 21 11 57 32 Engineering Project Management 10 70 20 19 62 19 Human Resources Purchasing/Procurement 11 55 34 10 73 17 Information Technology Sales 2015 Hays Salary Guide 13
SKILL SHORTAGES MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 9a. Do you think that skill shortages are likely to impact the effective operation of your business/department? 43% No 14 2015 Hays Salary Guide 40% Yes - in a minor way 17% Yes - significantly 9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate? 62% 38% YES NO
SKILL SHORTAGES 10a. For which areas have you recently found it difficult to recruit? Junior to mid management: 15% OPERATIONS 14% ACCOUNTANCY & FINANCE 12% TECHNICAL 12% SALES & MARKETING Senior management: 9% OPERATIONS 8% TECHNICAL 7% ACCOUNTANCY & FINANCE 6% SALES & MARKETING 10b. Other areas for which you have recently found it difficult to recruit? Junior to mid management Senior management Junior to mid management Distribution 3% 1% IT 10% 6% Engineering 9% 7% Purchasing 3% 1% Human Resources 4% 3% Other 11% 5% Senior management 2015 Hays Salary Guide 15
WORK PRACTICES 11. Does your workplace allow for flexible work practices? 84% 16% YES NO 12. If yes, which practices do you currently offer?* 79% 74% 58% 36% MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Flexible working hours 30% Job sharing *Multiple choices permitted. 16 2015 Hays Salary Guide Part time employment Career breaks Flex-place 20% 15% Phased retirement 13. Has overtime/extra hours in your organisation over the last 12 months... If increased, by how much? Flexible leave options 11% 61% 28% Decreased Remained the same Increased 5 hours or less Between 5-10 hours More than 10 hours Per Week 33% 34% 11% Month End 13% 19% 28% Year End 7% 9% 40%
WORK PRACTICES 14. For non-award staff in your organisation, is overtime/extra hours worked... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 62% Unpaid 38% Paid 15. Is it your policy to counter-offer staff when they resign? 64% 35% 1% No Sometimes Yes Of those you counter-offered, on average, did they... 43% 33% 19% 5% 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: 18% Decreased 55% Remained the same 27% Increased 2015 Hays Salary Guide 17
DIVERSITY MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 17. Does your organisation have a diversity policy for hiring new staff? 57% YES If yes, do you think the people who hire in your organisation generally adhere to it? 87% YES 18 2015 Hays Salary Guide 43% NO 13% NO
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 1 3 15 43 38 3 17 41 Career path/training & development 30 9 2 3 15 37 43 3 11 28 37 An individual s fit with the company s vision, culture and values 21 2 8 34 39 17 3 9 34 42 People s direct/indirect experience of the company 12 1 3 20 51 25 3 14 40 Salary and benefits 36 7 1 3 16 44 36 3 13 33 Work/life balance 37 14 2015 Hays Salary Guide 19
ECONOMIC OUTLOOK 19. In the past 12 months, has business activity... 17% 21% 62% Decreased Remained the same Increased 20. In the next 12 months, do you envisage business activity: across all industries 9% 23% 68% Decreasing Remaining the same Increasing MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK For specific industries: 5 21 74 Advertising & Media 10 26 64 Construction, Property & Engineering 3 16 81 Financial Services 7 25 68 Hospitality, Travel & Entertainment 3 18 79 IT & Telecommunications 10 28 62 Manufacturing 20 2015 Hays Salary Guide 5 24 71 Professional Services 9 24 67 Public Sector 28 37 35 Resources & Mining 6 6 88 Retail 19 15 66 Transport & Distribution 6 21 73 Other
ECONOMIC OUTLOOK 21. What are the key factors driving your business activity? No impact Some impact Significant impact Interest rates 52 39 9 Currency/forex rates 52 33 15 Consumer/business confidence 18 42 40 Capex investments 43 30 27 Projects driven by government 28 35 37 Current economic conditions 7 38 55 22. Do you see the general outlook for the economy in the forthcoming 6-12* months as... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 22% Weakening *This data was collected during March 2015. 51% Static 27% Strengthening 2015 Hays Salary Guide 21
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/HR Director 250 Typical salary 150-320 Salary range SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS The complete Hays 2015 Salary Guide is available as an app free to download from itunes. Search over 1,000 salaries and find offices in your area. 22 2015 Hays Salary Guide
FACILITIES MANAGEMENT AUSTRALIA As corporate Australia grapples with a more cost-conscious environment, facilities management (FM) departments are feeling the impact. Both private and public sector organisations are looking to streamline business operations by outsourcing functions to FM service providers rather than maintaining an in-house capability. In addition, asset management organisations are rationalising their portfolios to ensure their assets are maintained as efficiently as possible using methods such as shared use agreements. Further, asset owners are focusing on their existing properties and are investing in upgrading and maintaining these facilities instead of building new projects. FM service providers find themselves in a market where they are required to provide a full suite of services and therefore tender on soft, hard and trades contracts known as Total Facilities Management solutions (TFM). As such, they require more flexible and adaptable candidates able to cover both hard and soft portfolios; this is a dramatic transition from specialist roles. FM service providers find themselves in a market where they are required to provide a full suite of services. In other trends, we saw a dramatic increase in demand for soft services in 2014-15 and we expect this to remain a growth area. The industry has seen high demand for Senior Managers in cleaning as well as supervisory candidates for SMEs across all states. Soft services also remain in massively high demand in the mining states of Western Australia and Queensland with Chefs and similar candidates in particularly high demand in remote locations in both an onsite and FIFO capacity. Adding to this pressure is the increased regulation and implementation of strict OHS standards across regional sites, which prevents previously applicable candidates from being considered as part of the available candidate pool. Organisations continue to require maintenance trades specifically for contract roles but the shortage of skilled candidates remains across all states. Candidates with trade backgrounds are able to dictate salaries in regional and remote locations. Security and catering continues to be a strong focus with both corporate and mining sites requiring consistent temporary and long-term staff across all levels. Demand for corporate soft services professionals is also rising in the Sydney CBD with Food and Beverage Assistants in particular demand. There is a significant focus on workplaces of the future and large organisations are leading the way with innovative accommodation and space management solutions. Consultation with the FM industry will continue and so demand will remain for client-facing FM candidates. Overall, the demand in soft services is putting upward pressure on salaries. Demand is also strong from large Sydney corporations and in remote locations. This trend looks set to continue. NEW ZEALAND The facilities management (FM) candidate market in New Zealand has been growing steadily over the last 12 months. We have seen opportunities created in both the commercial and retail sectors and we anticipate that this growth will continue over the next year. With the ongoing development of many of New Zealand s major cities, intermediate and experienced Facilities Managers are in strong demand and will be going forward. Many of these roles have been with large international property companies that have extensive CBD portfolios. These employers require candidates to have previous experience gained in New Zealand or overseas. Major employers are also looking for Facilities Coordinators to cover several sites nationally. We have also seen substantial growth in demand for Facilities Managers for shopping centres as the population growth in major cities generates higher consumer demand for retail centres. Roles are available in both new developments and in existing centres undergoing refurbishments to maintain their level of foot traffic. We have seen substantial growth in demand for Facilities Managers for shopping centres. We have also noticed several larger companies start to divide their facilities team between hard and soft services. This is due to the increase in tenancy and occupancy in the commercial sector generating more work than a single Facilities Manager can manage. Splitting the two sectors also enables more effective budgeting and forecasting. This is also the case for multi-site organisations. 2015 Hays Salary Guide 129 SALARY INFORMATION: FACILITIES MANAGEMENT
FACILITIES MANAGEMENT FACILITIES MANAGEMENT Building Manager Facilities Coordinator Facilities Manager Service Manager NSW - Sydney 60-85 55-75 80-120 85-130 NSW - Regional 50-80 55-70 65-115 75-110 VIC - Melbourne 55-80 50-70 70-120 85-130 VIC - Regional 55-70 45-65 70-120 85-120 QLD - Brisbane, Gold Coast & Sunshine Coast 60-85 45-65 65-120 70-110 QLD - Regional 55-65 45-55 60-100 70-100 SA - Adelaide 65-80 50-60 70-85 80-100 WA - Perth 81-91 65-84 81-130 120-160 ACT - Canberra 65-85 50-65 80-110 80-130 TAS - Hobart 65-75 50-70 70-95 70-85 NT - Darwin 65-90 65-85 70-140 110-150 NZ - Auckland 55-95 50-65 65-100 70-105 NZ - Christchurch/Wellington 50-80 40-65 60-110 70-100 Contracts Manager Operations Manager Engineering Manager Bid Manager General Manager NSW - Sydney 110-150 120-160 110-140 90-160 140-250 NSW - Regional 80-130 90-130 75-115 80-140 120-200 VIC - Melbourne 80-130 90-130 80-120 90-165 140-250 VIC - Regional 70-120 85-140 80-120 90-165 120-250 QLD - Brisbane, Gold Coast & Sunshine Coast 80-140 90-140 70-110 90-155 140-230 QLD - Regional 70-125 80-125 70-100 90-155 120-200 SA - Adelaide 90-120 90-130 75-100 90-130 120-200 WA - Perth 120-160 110-150 110-165 120-180 175-240 ACT - Canberra 90-130 90-140 70-120 90-140 120-250 TAS - Hobart 80-100 85-125 70-95 80-100 110-160 NT - Darwin 110-150 100-160 100-165 80-150 130-250 NZ - Auckland 70-115 85-120 75-120 80-130 100-200 NZ - Christchurch/Wellington 70-115 80-120 75-110 70-130 100-180 NOTES: Australian salaries include superannuation New Zealand salaries do not include superannuation New Zealand salaries are represented in New Zealand dollars 130 2015 Hays Salary Guide
FACILITIES MANAGEMENT SOFT SERVICES Cleaning Operations Manager Cleaning Area Manager Catering Manager Facilities Helpdesk NSW - Sydney 85-110 70-85 80-90 55-65 NSW - Regional 75-110 70-85 70-80 45-55 VIC - Melbourne 85-110 70-85 80-90 55-65 VIC - Regional 85-110 70-85 80-90 55-65 QLD - Brisbane, Gold Coast & Sunshine Coast 80-110 65-80 75-90 55-65 QLD - Regional 80-120 65-80 75-100 55-65 SA - Adelaide 80-100 65-75 75-80 50-60 WA - Perth 90-110 70-85 80-95 55-65 ACT - Canberra 85-110 70-85 80-90 55-65 TAS - Hobart N/A N/A N/A N/A NT - Darwin N/A N/A N/A N/A NZ - Auckland 70-85 65-75 65-75 45-55 NZ - Christchurch/Wellington 65-75 55-65 55-65 40-50 NOTES: Australian salaries include superannuation New Zealand salaries do not include superannuation New Zealand salaries are represented in New Zealand dollars 2015 Hays Salary Guide 131
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