tech + digital salary guide · 2018-12-18 · our 2019 tech + digital salary guide and market...

paxus.com.au | paxus.co.nz

Across Australia and New Zealand

SALARYGUIDE

TRENDSREPORT

2019TECH + DIGITAL

MARKET

FOREWORD

The recruitment industry is moving faster than ever before, with artificial intelligence, new interviewing tools and diverse recruiting practices shaping the way we source talent. With the niche candidate market tightening, we are seeing these practices used more and more to create tailored candidate experiences - improving how we

2

interact and communicate, the level that we engage with each candidate, and the diversity of our talent pools.

New interviewing tools and technologies however are rendered ineffective if your Employee Value Proposition (EVP) is not engaging and persuasive, particularly in the current candidate tight market. Reviewing your EVP and how it positions you to candidates will be paramount over the next 12 months, as competition increases between employers for top tech talent.

Our 2019 Tech + Digital Salary Guide and Market Trends Report covers tips and tricks for perfecting your EVP, the latest industry trends, market developments and much more. We have summarised key trends and compiled research from across the market, to help you learn more about technologies that are trending, what skills are in demand and how you can position yourself to attract the best talent. We have also included a salary and rate guide to give you an idea of market rates of particular resources, to help you plan your 2019 workforce.

Jason TrevethickPaxus Managing Executive

Paxus 2019 Tech and Digital Salary Guide and Market Trends Report

MARKET TRENDS + INFORMATION

4Paxus 2019 Tech and Digital Salary Guide and Market Trends Report

LOCATION OF ENGAGEMENTS

According to APSCo’s September Professional Staffing Trends Report, we have seen the misalignment of ICT job advertisements and engagements in some states across the country.

QLD has seen the greatest change, with jobs advertised outweighing engagements by 7.2%, followed by ACT and NSW, indicating candidate shortages.

With a variance of 8.1%, VIC saw the highest number of engagements outweighing jobs advertised, followed by WA and SA. Some unadvertised jobs in these regions can partly explain the variance, however a slightly looser candidate market is also a contributing factor.

Advertisements

Engagements

4.1% 8.1%

3.3%

17.4%

36.5%

24.8%13.5%

35.2%

32.9%

10.2%

4.8%

8.9%

DAYS TO FILL

The 2018 end of financial year saw the average days to fill a contract role drop to just 9 days, as organisations rushed to fill positions and extend contracts before financial year end. We then saw this figure rise steadily month on month, landing at 16 days towards the end of 2018.

Contract days to fill however are still relatively low compared to this time last year, as are permanent days to fill, which are down 14%. The decrease can likely be tied to improvements in recruitment efficiencies, as recruiters employ new interviewing tools and techniques, and artificial intelligence to speed up the sourcing and selection process.

30PERMANENTDAYS TO FILL

16DAYS TO FILL

CONTRACT

TOP SKILLS IN DEMAND

Tech roles have dominated LinkedIn’s latest Emerging Jobs Report, as the most critically in demand by Australian businesses. Based on millions of user-input job titles over the past five years, Customer Success Manager, Data Scientist, Full Stack Engineer, Cyber Security Specialist and Experience Designer have all been identified as the top five roles in demand by organisations in Australia – across all industries.

Candidates in these areas have also been tight, particularly cyber security professionals, with a recent study by Frost & Sullivan stating there will be a global shortage of 1.8 million cyber security professionals over the next 5 years. We have also found key shortages in the Australian market of Data Scientists, Full Stack Engineers and Experience Designers – all niche and emerging areas.

With the increase in demand for these skillsets, many organisations are facing difficulty sourcing suitable experienced candidates.

To combat this, partnering with specialist technology and digital recruiters can facilitate the hire of these rare skills. Being a technology and digital specialist, Paxus already house qualified pools of candidates in the in-demand areas outlined by the report.

The report also identifies the importance of being innovative when sourcing candidates, targeting versatile candidates with the capacity for upskilling.

Emerging Jobs Report, LinkedIn

“THE TOP FIVE EMERGING JOBS ARE ALL IN EXTREMELY HIGH DEMAND AND WHEN TALENT IS THIN ON THE GROUND, THE ‘PERFECT CANDIDATE’ WILL BE HIGHLY DISCERNING AND VERY EXPENSIVE”

Paxus 2019 Tech and Digital Salary Guide and Market Trends Report 5


TOP SKILLS FOR EMERGING JOBS IDENTIFIED BY LINKEDIN

CUSTOMER SUCCESS MANAGER

DATA SCIENTIST

FULL STACK ENGINEER

CYBER SECURITY

EXPERIENCE DESIGNER

Enterprise software managementCustomer relationship management

Consulting

Machine learningAnalytics

Data miningBig data

.net frameworkJavaScript

JavaSoftware engineering

AngularJS

Computer securityConsulting

Security managementNetwork security

Information security

DesignCustomer experience

User experienceExperience design

User research

TECH + DIGITAL SALARY GUIDE

Paxus 2019 Tech and Digital Salary Guide and Market Trends Report 8

2019 SALARY GUIDE

We have compiled detailed data from roles placed to bring you our 2019 Salary Guide. Salaries cover some of the most common roles requested by our clients, and represent the estimated market value of each role.

Please note - salaries and rates are based on a national average inclusive of super and are in AUD. Daily rate is based on a 7.5 hour day. Due to the nature of the market, salaries are subject to change and are updated regularly in accordance with market movement.

Position Average Perm Salary

Architect $160,000 - $200,000

Agile Coach $200,000 - $250,000

Art Director $101,000 - $150,000

Automation Tester $140,000 - $160,000

BI $120,000 - $150,000

Business Analyst $120,000 - $150,000

Customer Experience Designer $120,000 - $180,000

CRM Specialist $120,000 - $140,000

Data Scientist $160,000 - $200,000

DBA / Database Developer $120,000 - $150,000

DevOps Consultant $120,000 - $150,000

Digital Content Editor $64,000 - $90,000

Digital Strategist $150,000 - $200,000

ERP $110,000 - $130,000

Hardware Engineer $70,000 - $110,000

Head of Customer Experience $200,000 – 300,000

Head of Development $180,000 - $250,000

Head of Digital $250,000 - $350,000

Head of Digital Channels $200,000 - $300,000

Head of eCommerce $200,000 - 300,000

Head of Omnichannel $200,000 - $300,000

Help Desk / Support $50,000 - $70,000

Security Administration $90,000 - $120,000

Cyber Security $150,000 - $200,000

Network Engineer $70,000 - $100,000

Network Designer $90,000 - $130,000

Principal Cloud Consultant $150,000 - $200,000

Project Management $150,000 - $200,000

Sales Account Manager $90,000 - $110,000 (Base)

Salesforce Consultant $150,000 - $200,000

Scrum Master $130,000 - $170,000

Senior Producer $120,000 - $150,000

Software Developer $120,000 - $150,000

System Engineer $100,000 - $130,000

Systems Analyst $110,000 - $130,000

Systems Integration $120,000 - $140,000

Technical Writer / Documenter $80,000 - $110,000

Manual Tester $70,000 - $100,000

Trainer $70,000 - $110,000

UI Developer $130,000 - $150,000

UX Developer $130,000 - $150,000

TRENDS TO WATCH IN 2019

DIVERSITYDiversity is considered the biggest industry game changer and is already widely embraced - particularly in Australia. In fact, 78% of companies have harnessed diversity to improve company culture, while a further 62% have expanded their inclusive culture to enhance financial performance. Despite the drive towards diversity, many companies are still finding it relatively difficult to expand the diversity of their workforce - with LinkedIn’s research highlighting that finding diverse candidates to interview and retaining diverse employees the biggest challenge.

Lack of gender diversity is particularly prevalent across the technology sector, where only 30% of technology and digital jobs are held by women. The lack of women in the technology sector poses both social and economic issues, with one study by Deloitte reporting that global costs due to lack of diversity may be in the tens of billions of dollars. Industry associations such as Females in Information Technology and Telecommunications (FITT) have helped advocate gender diversity across the sector in Australia, however organisations need to ramp up their diversity initiatives if we are to make significant changes across the sector.

Published in their annual industry report, LinkedIn has drawn on insights from more than 8,800 Hiring Managers and Recruiters across 39 countries, to identify the trends that will have the most impact on how we source and hire candidates globally. Here are the top four to watch:

Use diverse photos in marketing material

Use inclusive language in job descriptions

Create a culture that embraces differences

Use interviewers who are trained in unconscious bias

Focus diversity efforts on hiring employees with disabilities.

TOP TIPS FOR DIVERSE RECRUITMENT


By partnering with Paxus who employ a wide range of diversity sourcing techniques, you can increase your reach to diverse candidate pools - and realise the benefits that a diverse workforce brings.

DATA

Although using data in talent acquisition is not a new concept, the emergence of more comprehensive and readily available data is revolutionising the industry.

The LinkedIn research revealed however, that issues relating to poor data quality, expense, and uncertainty around how to access or read data stand in the way – with these needing to be tackled head on first before any real benefits can be realised.

BENEFITS OF USING DATA IN TALENT ACQUISITION

UNDERSTAND CANDIDATE DESIRES

INCREASE RETENTION

RATES

PRESENT BETTER JOB

OFFERSEVALUATE SKILLS GAPS

ASSESS TALENT

DEMAND AND SUPPLY


PREDICT CANDIDATE SUCCESS

NEW INTERVIEWING TOOLS

While traditional interview techniques are still largely popular, Hiring Managers and Recruiters agree that more focus needs to be placed on assessing candidates' soft skills. This includes developing approaches which give a more accurate sense of candidate personality and provide a better candidate experience that also allows both the candidate and employer to determine best fit.

To ascertain this, five emerging hiring techniques were identified in LinkedIn’s research, with these already starting to replace more traditional interview approaches:

Global companies such as Citadel are pioneering the way – designing one-day job auditions for potential candidates. Auditions simulate high pressure work situations, giving Hiring Managers and Recruiters an insight into work performance and personality traits.

JOB AUDITIONS

MEETING IN CASUAL SETTINGS

VIDEO INTERVIEWS

SOFT SKILLS ASSESSMENTS

VIRTUAL REALITY ASSESSMENTS


ARTIFICIAL INTELLIGENCE


ALTHOUGH ARTIFICIAL INTELLIGENCE (AI) HAS BEEN MORE SLOWLY ADOPTED, 76% OF HIRING MANAGERS AND RECRUITERS BELIEVE IT TO BE A SIGNIFICANT EMERGING TREND THAT WILL HAVE A LARGE IMPACT ON HOW WE SOURCE AND HIRE CANDIDATES.

AI technology allows the automation of basic tasks such as screening and scheduling and has the potential to greatly improve efficiencies. 67% of Recruiters believe that AI indeed improves time efficiency – while a further 43% state it removes human bias.

Although it might sound as if AI poses a threat to Recruiters, only 14% are concerned that it will put their job at risk. Their view is that recruitment is a person centric profession, which relies on personal and emotional engagement – AI simply lacks the empathy or judgement to carry out complex recruitment tasks. Rather than replacing Recruiters, AI allows Recruiters to automate time consuming and repetitive processes, so they can concentrate on interviewing and building relationships with candidates.

PERFECTING YOUR EMPLOYEE VALUE

PROPOSITION (EVP)

A good EVP is important as it helps to elevate your brand, providing a deep dive into each position and your organisational culture - allowing each candidate to determine whether the job is the right fit for them.

If you haven’t perfected your EVP yet, it is important that you look closely at what you are offering, and why a candidate should pick you over a competitor. A good place to start is to work through 5 key elements:

New tools and technologies are rendered ineffective without a strong Employee Value Proposition (EVP) to sell to candidates.

Wages, bonuses, commissions, benefits, work tools, trips and any other tangible benefits.

TANGIBLE REWARDS

Clearly define where each position sits within your corporate structure and where the position can lead the candidate on their own career path.

THE OPPORTUNITY

Including the overall employment brand. What is it that sets your company apart?

YOUR ORGANISATION

Including who the candidate will be working with, such as mentors and thought leaders, team and group dynamics.

THE PEOPLE

What does a day in the life of this position look like? Identify keys to success so the candidate can imagine themselves in the role.

THE WORK ITSELF

POSITION DESCRIPTION



18%

1%3%3%

5%

5%

5%

5%

6%

7%

9% 10%

11%

12%

A positive culture

Additional nancial bene ts

Flexible working arrangements

Recognition and rewards

Great leaders

Opportunities to advance my career

Training and development opportunities

Clear goals and expectations from my role

Regular feedback on my performance

Latest tools and equipment for my role

Don't know

Fair and inclusive employment policies

Other wellbeing bene ts

Great workplace facilities

Opportunities to advance in my career



Additional financial benefits



Flexible working arrangements Flexible working arrangements

Flexible working arrangements

Clear goals and expectations for my role Clear goals and expectations for my role

Clear goals and expectations for my role

46%

42%

38%

32%

44%

42%

39%

29%

40%

35%

30%

28%

MILLENIALS

GENERATION X

BABY BOOMERS

2018 Employee Insights Report, Sunsuper

2018 Employee Insights Report, Sunsuper

In Sunsuper’s 2018 Australian Employee Insights Report (which surveys Australian employees across hundreds of Australian businesses), a positive culture was revealed as the top attribute contributing to a great employee experience, followed by financial benefits and flexible working arrangements.

When perfecting your EVP, it is important to pick and choose the benefits that work best for your company and emphasise particular areas for particular roles. And remember, always treat each role individually and work through what mix of benefits will attract the best candidates in each area.

The research also revealed that different generations value different workplace attributes and benefits – and it is important to keep this in mind when fine tuning your EVP. While millennials value opportunities to advance their career, Generation X are more focused on financial benefits, while Baby Boomers value clear goals and expectations for their role.

The mix of benefits you include in your EVP should be aligned to what employees value most in an organisation. Taking a good look at the employee experience is key to this – that is, which elements of an EVP employees engage with the most.

THE GENERATIONAL DIVIDE

WHERE TO NEXT?

As the market tightens, it is important that as an employer you have a recruitment partner that knows the market and anticipates the skills you need to source the right talent. Management of the candidate experience and your EVP is paramount to this - as a cohesive hassle free experience will help you secure the best professionals.

As Australia and New Zealand’s leading provider of tech and digital talent, we can help you map out which up and coming skill sets provide opportunity to transform your business, and work with you to source skilled candidates locally and globally. We provide a market leading experience, delivering you the best talent by exceeding candidates’ expectations - so you have access to the best talent.



paxus.com.au | paxus.co.nz

Across Australia and New Zealand

VIC (Head Office)Level 1, 380 Docklands DriveDocklands VIC 3008+61 3 8680 [email protected]

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NSWLevel 18, 135 King StreetSydney NSW 2000+61 2 9464 [email protected]

QLDLevel 11, 100 Edward StreetBrisbane QLD 4000+61 7 3339 [email protected]

WALevel 5, 2 Mill StreetPerth WA 6000+61 8 6151 [email protected]

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tech + digital salary guide · 2018-12-18 · our 2019 tech + digital salary guide and market...

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