ambition Australia Winter Accounting and Finance Recruitment Market Trends & Salaries Report > ambition... be inspired

Transcription

1 ambition 06 Australia Winter ambition... be inspired

2 PAGE 2 Contents 2006 Half Year Market Review Page 3 The Market Drivers Page 4 Key Trends and Hot Sectors Page 7 Accountants Pay Remuneration and Reviews Page 13 Salary Guides Page 14 The Ambition Accounting Jobs Index Page 18 The Ambition Group Page 19 current employers need to move quickly to secure talent...

3 PAGE Half Year Market Review Permanent recruitment demand at the entry level usually early career up to six years post graduate level has continued to be strong with no signs of the much-discussed inevitable downturn. Supply issues continue to exacerbate the skills shortage at this level and this has led to salary increases of 8-10% over the past year. There is some light at the end of the tunnel however as 2006 also saw the launch of the largest recruitment campaign this decade within the professional services sector. However, this will not alleviate pressure for a few years and current employers need to move quickly to secure talent, as high calibre jobseekers are not in the market for long. At managerial levels, we see the opposite, with lower demand because there are not many current drivers to the creation of new executive positions and high supply because you have many baby boomers looking for similar positions; a 32 year old and a 55 year old could be chasing the same financial controller role. Salaries at this level have been more stable with bonus increases sometimes replacing salary rises. High calibre senior group reporting and compliance executives on the other hand have been enjoying higher than average increases if they move to another company. The focus on permanent recruitment and securing in-house skills has led to an increase in temp to perm conversions Organisations are becoming reluctantly adaptable to the more fickle nature of their younger employees and this is leading to a greater business focus on short term results and getting the job done. The spin off from this is the opportunity it presents to some experienced mature age workers, who can make an immediate impact on results, to secure managerial roles. The focus on permanent recruitment and securing in-house skills has led to an increase in temporary to permanent conversions. With impending year end demand is expected to increase for traditional short term temporary needs. Exact fit recruitment policies are still limiting opportunities for candidates, particularly at a senior level and within the banking and finance sector. In WA and Queensland however, and particularly in the mining and engineering sectors, organisations are being much more flexible because they have to be. Demand is high and supply low at all levels. The exact fit trend is far less relevant in those markets. Gavin Houchell Managing Director, Ambition Finance

4 PAGE 4 The Market Drivers Demand Drivers There have been no signs during the first half of 2006 of caution or hesitancy in recruitment decisions. At a replacement level, companies continue to recruit positively and new positions are still being created in most sectors. There continues to be much talk about the inevitable downturn and signs of a slowing market but to date, it has not transpired at a recruitment level. companies continue to recruit positively Financial Accountants Remain on Everybody s Wanted List Financial accountants continue to be in high demand across all sectors. The economy is still strong and this core group remain highly sought after, a situation exacerbated by supply issues. In addition, companies cannot afford to keep accountants indefinitely in the same position regardless of how valuable their work is, which means agreed succession plans have to be honoured, so creating a backfill financial accounting vacancy. This fuels pressure on demand and salaries for financial accountants as companies have to compete with the latest conditions in the marketplace. Departmental salaries often have to increase in the process. Given the shortage of newly and part qualified accountants, companies still insisting on 3-4 interviews are often losing high calibre candidates who accept another offer from what is perceived to be a faster moving more dynamic environment. The view from candidates is that if a company moves quickly during the recruitment process, they will move quickly as a business, therefore making that business a more attractive place to work. Group Reporting Roles Under Board Spotlight Group reporting is the cornerstone of solid compliance and as such, senior financial controllers, internal auditors, financial and IT auditors remain in high demand. Companies require high calibre people in this area now more than ever before and the penalties for non-compliance mean that directors of the business take a keen interest in the people hired for group reporting positions. There is a reasonable turnover of employees and it has been commonplace this year to see job advertisements for multiple group reporting roles within the same company. The biggest challenge for employers is attracting experience most candidates want to put the experience on their résumé and move on to more commercial roles. They do not want to move to another company to do more of the same. Higher salary offers are often met with even higher counter-offers by existing employers. Those organisations looking to attract high calibre experience can sometimes win by re-evaluating the role to include more career-enhancing opportunities. Whilst there were expectations that demand for internal auditors, who were much in vogue for Sarbanes-Oxley work, would reduce as the project work in that area came to an end, demand has not abated. Companies are not leaving anything to chance - they want to make sure all the bases are covered prior to an external audit. The risks of noncompliance for any business ensure that this area continues to be a constant focus for senior management.

5 PAGE 5 Knock On Effect at More Senior Levels There has been a more healthy demand this year for high calibre group reporting / compliance people at around the $ k salary level and this looks set to continue for the remainder of the year. Companies have been risk averse in hiring people at that level for the last few years and have tended to promote internally. There are now signs that employers are prepared to take more risk on outside hires BUT they still have a focus on exact fit. That is, they prefer to hire an individual with relevant sector experience rather than someone who has potentially fresh ideas and better skills but who may be slightly out of the box. For CEOs and Boards alike there is an element of the won t get fired for choosing IBM syndrome. This can be intensely frustrating for individuals who seek variety and career progression across sectors but who are hamstrung by this exact fit trend. new positions are still being created in most sectors Other Strong Demand Taxation particularly Statutory Tax at around the $100k level, and Commercial Analysts are in high demand. The continued growth in the wealth management industry in Australia, along with the increased regulatory regime has led to a big demand in the fund accounting space. Accounting Support Market Remains Strong Payroll, junior level financial accounting, accounts payable and accounts receivable skills continue to be in strong demand. Ambition s sister company AccountAbility specialises in the under $60k accounting support market and can be contacted via telephone on or their web site Supply Drivers Light at the End of the Tunnel The Big 4 have been very successful in retaining their accountants now that salaries are in line with the market place. This continues to restrict the supply of new accountants to other sectors. However, one of the large professional services firms recently ran a major recruitment campaign for 500 new graduate trainees, the largest intake in more than a decade. This, and similar moves, within the profession augurs well for the future although the effects will not be seen for several years. Here To Stay For Now Across the accounting and finance sector, evidence suggests that there is generally a small pool of high calibre people actively seeking work, with most staying settled and enjoying the attention of retention focused employers and the resultant monetary and non-monetary benefits.

6 PAGE 6 Brain Drain Gathers Pace Sydney is losing the younger generation to the UK, US and Asia and many of them are not coming back. Previously, the overseas trip was about getting the travel bug out of your system before you got serious about your career and life. Australia finds it hard to attract executives at all levels from the US, UK or Asia... These days, the UK (and particularly London) remains a popular destination but individuals are not coming back until much later. Australians are in strong demand over there. They are valued because they are well educated and trained, work hard and those that have travelled are socially adept and mature. The UK Government has reacted to their own skills shortage, particularly in the booming financial services and professional services markets, by making it much easier for our young professionals to stay permanently. Long term visas, ancestry visas (recently extended to five years) and sponsorships are all on offer to those eligible. And our youngsters love that. Their career isn t on hold because they are now working and excelling in career positions in an exciting city with cheap travel to Europe and they are earning - and saving - sterling. They are putting any thoughts of returning on hold because they know Australia will still be here in 5-10 years time and while they are earning sterling they are always going to be ahead of their contemporaries back home. To make matters worse the US have jumped on the bandwagon and are also luring our youngsters. Similarly Australian Asian students who in the past may have stayed on here after obtaining their degree and professional qualification want to return to the excitement of Asia where their western education and bi lingual or trilingual skills are valued more highly than in Australia. Whilst Brisbane is facing similar issues, interestingly, Melbourne has not felt the brain drain as acutely and there has been a healthy flow of returnees. Evidence suggests that candidates are finding it easier to secure a job in Melbourne commensurate with the experience that they have gained overseas. The skills that they are bringing back are far in excess of those on offer by a returnee 10 years ago after a usual absence of only a year or two. They now want a more senior role with scope to utilise their skills and in Sydney, the over-supply of local senior candidates with Australian sector experience makes it more difficult for returnees to find attractive opportunities. Australia Remains a Lifestyle Location Continuing the theme from above, Australia is perceived as a lifestyle location NOT as a place to forward one s career so many Australians and would be immigrants are delaying their return/emigration to either their retirement or at least to the end of their career. This is at a point when Australia cannot fully utilise their skills. Australia does of course attract a fair share of mid twenties British, Irish and South Africans but evidence suggests it is not in sufficient numbers to offset our own brain drain. Similarly, Australia finds it hard to attract executives at all levels from the UK, US or Asia who are not seduced by the lifestyle card because we do not have a regional powerhouse economy, hard currency or low tax regime. Interestingly, while exact figures for accountants are not available, the number of long stay business visas issued to skilled migrants coming to Australia increased by over 30% last year which indicates that the brain drain is not unique to the accounting sector.

7 PAGE 7 Key Trends and Hot Sectors Contracting Trends Move Towards Permanent Positions and Longer Term Contracts Contracting generally has slowed somewhat in 2006 primarily because clients are taking steps to secure valuable skills in-house and creating permanent positions instead. In less confident companies, contracts are being extended to retain the contractors longer term. The result has been a dramatic increase in contract-permanent offers and fewer high calibre contractors available in the marketplace. A secondary reason for the slowdown is the end of the IFRS/Basel II/Sarbanes-Oxley contracting boom of Most companies have completed the major work in this area and have now identified their staffing needs which are primarily permanent positions. Employers Able to Retain Traveler s for Six Months Changes to the Working Holiday Visa, which will come into force from 1st July 2006, will allow working holiday visa contractors to work with one employer full time, performing work of a temporary or casual nature, for up to six months (previously three months). This extension will benefit both the working holiday visa contractors, by increasing their skills base and available funds, and also their employer, who can retain skilled workers. Longer Lead Times Even for the Best Financial accountants, management accountants and good commercial analysts who can add value to the business are still highly sought after in all contracting sectors. However, even high calibre contractors in these areas are experiencing longer lead times in securing contracts compared to 12 months ago. Strong Communication Skills Remain a Contractor s Best Friend In the current contracting market, it is those candidates with good communication skills who are perceived as being able to add most value to a company. Employers know they can utilise their skills inter-departmentally. Good communication skills also open up opportunities to work with large international organisations and contractors are therefore advised to increase their marketability by continuing education on their communication skills. Geographic Trends Western Sydney remains a strong draw card for businesses looking to gain space and provide first class employee facilities at a fraction of the cost of the CBD. At present, companies have to provide these facilities to compensate workers for the additional travel resulting from relocation to the west. However, companies are hoping that as more people consider living in or closer to the west to take advantage of growing opportunities, the on site gyms, supermarkets and cafés will be considered a one stop shop for work and leisure and form part of a company s retention strategy and work community culture. Financial accountants, management accountants and good commercial analysts are still highly sought after

8 PAGE 8 In Melbourne, auditors have been the number one requirement this year followed by financial accountants and risk and compliance professionals. The banking and finance sector has also been recruiting very strongly in Melbourne with corporate finance analysts, equity analysts, risk analysts and investment operations professionals in most demand. Ambition has this year set up a specialist team in Melbourne to service client demand in the banking and finance sector. The team specialises in front office, stockbroking, superannuation and investment banking recruitment. Brisbane is generally following similar trends to Sydney with a shortage of permanent and contracting accountants at the $60-80K level. A newer trend is the desire by the younger generation for variety and progression. Other Trends Between a Rock and a Hard Place - The Organisational Cost of Being Flexible Organisations are becoming much more flexible in their approach to resourcing in order to attract - and retain - the best employees in a candidate short market but they are experiencing a significant cost in doing so. They are obligated by law to hold open positions for employees on maternity leave and do so whilst often experiencing dislocation to relationships, a lack of continuity and a loss of experience (although on the flip side such periods do offer opportunities for other employees). A newer trend is the desire by the younger generation for variety and progression. They are looking to build their careers through regular moves often within different organisations rather than building a career by doing the hard yards within one organisation. Eighteen months is routinely considered to be a long stint and middle management have to spend considerable time to find new opportunities within the group for their younger employees or risk losing them. Employers also have to be patient, inducting and training them as well as correcting mistakes made without sometimes any clear evidence of any worthwhile return. Organisations are of course between a rock and a hard place as they risk either low retention rates as younger employees leave in search of greener pastures or spending their managers and leaders time in potentially non productive work. Internal Promotion of Brand Recognising that they will be competing for new employees in a very tight market, organisations are putting a great deal of emphasis on retention. They are being more consultative in their approach and working hard to instil loyalty to the company s brand. In fact, marketing to one s own employees is becoming as much a focus for some companies as marketing to their external customers. Companies are also using regular feedback and career planning sessions to improve communication and identify issues in order to pre-empt any desire to move.

9 PAGE 9 Impact of Work Choice Legislation Any market report covering employment would be remiss in not commenting on the most significant piece of industrial reform this working generation has seen. However, Ambition primarily services large blue chip organisations whose operations will be mostly unchanged by this legislation. We also recruit within the white collar professional sector which is less impacted than blue collar or heavy unionised work. Therefore, discussions to date with our clients indicate that the likely impact on accounting and finance employees will be minimal. It remains to be seen what the longer term impacts will be and whether there are any amendments in the pipeline. Organisations More Receptive to Mature Age Workers Organisations are becoming more receptive to employing mature age workers but broadly to do work that befits their experience and preferences NOT to undertake work that would otherwise be undertaken by younger individuals in the transactional space. The principle reason that mature age workers are finding it easier is that organisations are becoming focused on short term performance and this is reflected in their hiring approach. They wish to hire individuals that can settle in quickly, understand the company and its business sector, recognise the key drivers and gain the confidence of employees and all business stakeholders alike. They are far less concerned than in previous times with hiring someone that can grow into the role particularly for senior management roles. Companies are recruiting and paying for performance not potential. They are therefore much more likely these days to hire a 55 year old with the relevant ability, experience and cultural match if they feel they can get the job done. But candidates looking for roles do need to recognise that the accounting world is very different from 20 years ago (e.g. general ledger processes) and they are unlikely to have the skills required for today s transactional work, or indeed the desire to co-work with colleagues 30 years their junior. Instead, they need to focus on their management and core business skills and experience and look at what short term impact they can make on a business. New Breed of CFO High performing businesses have driven the emergence of a new breed of CFO. Investment banks are demanding that businesses under the spotlight focus on delivering healthy returns by hiring a CFO who has extensive capital management experience over and above operational experience. Generally at a CFO level, there has been some increase in recruitment demand following overseas relocation by incumbents who have been waiting for the right opportunity to present itself. However, the recruitment process is typically slow at this level, often taking longer than three months to tick all the boxes and fulfil due diligence processes. Clients have been renegotiating their PSA margins upwards

10 PAGE 10 Preferred Supplier Agreements Being Renegotiated Before Contract End Whilst clients continue to want the relationship benefits and economies of scale associated with PSAs, in today s candidate tight market, there is concern that a recruitment company that has agreed to a low margin contract will not be incentivised to put forward all their highest calibre candidates to fill PSA vacancies. With this in mind, some clients have been renegotiating their PSA margins upwards within the contract term in order to secure the best candidates. Newly qualified CAs and CPAs continue to receive multiple offers... Increasing Use of Psychometric Testing Candidates with skills which are in short supply but who are inexperienced in a similar environment are increasingly being assessed with psychometric testing. These tests give companies a feel for the type of person they are considering and the environment in which they are likely to work most effectively. Employers are using these tests to reduce the risk they are taking in a market which requires faster recruitment decisions and more flexibility. Centres of Excellence Lure Asians Overseas Many companies are creating centres of excellence for specialist skill sets and Singapore and China are proving particularly attractive locations. International businesses are looking to China as the biggest growth opportunity this decade and with the lower cost structure of Asia, it is appealing to companies to base operations close to China. An unexpected bonus in creating these centres in Singapore and China is the pull that these locations have on attracting Asian immigrants home. Companies are not having to offer expensive ex-pat packages to recruit well educated, highly skilled staff to relocate and Asian immigrants are not having to take a career downsize to return home. Business - Sector by Sector Banking and Finance Newly qualified CAs and CPAs continue to receive multiple offers and those companies having most success in attracting candidates are those offering strong analytical roles, rather than basic transactional reporting roles. Whilst there has been some increase in qualified overseas candidates seeking roles, this has done little to improve supply as clients are usually quite specific in requesting local experience or qualifications recognised as equal to those of CA (Australia). Exact fit recruitment, particularly relating to sector specific experience, has been strongly evident over the past few years within banking and finance but there have been signs this year of more flexibility, given the shortage of candidates. Firms are increasingly using Psychometric Testing to assess a candidate s likely cultural fit.

11 PAGE 11 Analysts have been in demand as firms seek to make business decisions which have been thoroughly researched and show financial viability. Investment banking has seen a large increase in new positions following healthy M&A and IPO activity. Retail banking is currently undertaking internal reviews and process improvements which are expected to lead to movement within the sector, particularly at a senior level. Wealth management companies have been recruiting strongly this year. The demand has been driven both by strong performance and the need for compliance to new regulations, qualifications and Super Choice changes. Melbourne in particular has experienced a very high demand for qualified financial planners. Contracting has been more buoyant within this sector than other areas but has reduced compared to the compliance boom. There is still a reasonable amount of project and process assessment work and line managers are being offered the career development opportunity of moving onto these projects while contractors take over their day to day work. Wealth management companies have had the highest requirement for contractors over the last six months primarily for compliance work related to the new regulations. The general comments in Contracting Trends earlier are valid for the banking and finance sector. IT&T/Telecoms The Telecoms market is still recruiting steadily and while it is too soon to speculate on the outcome of likely consolidations, it is a sector to watch with interest. The Telecoms sector, along with FMCG, is a useful indicator of changes in the economy and we can expect to see any decline in recruitment demand happen here first. Within IT&T, the strongest demand in 2006 has been from suppliers to the industry and satellite businesses, rather than the large multi-nationals. Media and Advertising Recruitment has been steady throughout the first half of 2006 but changing regulations are expected to result in increased demand during the next 12 months as new resources are sought. This sector has been very specific in its requirements for exact fit and this can make it difficult for candidates to broaden their experience base. Property, Mining and Construction The Property and Construction sectors have been fairly buoyant generally with some slow down in Queensland compared to last year. In Victoria, the Mining sector is recruiting strongly following Asian interest in Australian mining potential. Recent reports tip engineering construction to grow by around 10-15% in the next two years with the boom driven by mining projects. Wealth management companies have had the highest requirement for contractors over the last six months...

12 PAGE 12 Consumer Products (e.g. FMCG, Retail, Pharmaceutical) Mixed fortunes would best describe those companies in the FMCG and Retail sectors to date this year. Some companies have been recruiting strongly whilst others have not been recruiting at all. Supply chain and systems enhancements have been a big focus for suppliers this year as major retailers embark on more productivity savings on the cost of doing business. The Pharmaceutical sector has shown distinct signs of profit squeeze as PBS reform and global factors put margins under pressure. Energy There have been many changes in this sector over the past few years with deregulation and mergers and acquisition activity. Investment bankers have been keeping a keen eye on developments and this spotlight has engendered a high degree of transactional activity and recruitment demand. It looks set to continue for at least the remainder of Business and Commercial Fairly similar to 2005 with steady recruitment levels across the board but more buoyancy in Melbourne. a high degree of transactional activity and recruitment demand Public Sector In line with the overall recruitment market, the Public Sector has been reducing its reliance on contractors and taking on more permanent staff in order to retain skills in-house and increase their intellectual property. Family friendly initiatives which counter-balance the often lower salaries in this sector remain the main attraction for candidates. Public sector recruitment processes are typically longer than the private sector and this can lead to missed opportunities.

13 PAGE 13 Accountants Pay Remuneration and Reviews Salaries & Remuneration Packages Across the board, salaries have been fairly steady during the first half of 2006 with increases in line with inflation. Bonuses and non-financial benefits are increasingly being used both to attract and retain staff with bonus increases sometimes replacing salary rises at senior levels. As companies seek to replace people who have left or been promoted, they have to compete with the latest conditions in the marketplace. Accountants salaries have increased around 8-10% over the past year which, particularly when added to previous years increases, means that a new employee may have a large salary differential compared to their peers. This often forces companies to evaluate departmental salaries to bring them in line with the market. Salaries within the group reporting functions have been experiencing higher than average increases although it is primarily the candidates changing jobs who are enjoying the largest increases and associated benefits. Companies are recognising that in this age of keen retention, group reporting roles have to offer both a respectable salary/benefits increase and an interesting challenge in order to attract experienced people away from their existing employer. Employers are relying on counter-offers and succession planning to retain their best people. In Melbourne, the short supply of auditors has led to increases of 15-20% over the last 12 months with many now commanding six figure salaries. Analysts have also enjoyed increases of 10-15% during the last year. Contracting rates have remained steady throughout 2006 and are expected to remain the same for the rest of the year. Benchmark Reviews We work with clients to benchmark their staff salaries against the market and advise on what salary reviews should be to remain competitive. If you seek help in this area please contact Gavin Houchell, Managing Director Ambition Finance on or gavin.houchell@ambition.com.au...salaries have been fairly steady during the first half of 2006

14 PAGE 14 Salary Guide Banking & Finance Sector CFO/Divisional Finance Director 15+ Yrs $250K+ Tax Audit Compliance Financial Reporting Head of Tax $ K Head of Internal Audit $ K Head of Compliance $ K Financial Controller $ K Tax Manager 6-10 Yrs $ K Audit Manager 6-10 Yrs $ K Compliance Manager 6-10 Yrs $ K Finance Manager 6-10 Yrs $ K Senior Tax Accountant 4-7 Yrs $90-130K Senior Internal Auditor 4-7Yrs $90-110K Senior Compliance Analyst 4-7 Yrs $90-110K Senior Accountant 4-7 Yrs $90-120K Tax Accountant 2-4 Yrs $60-90K Junior Internal Auditor 2-4 Yrs $60-90K Compliance Officer 2-4 Yrs $60-90K Accountant 2-4 Yrs $60-90K

15 PAGE 15 Fund Accounting Product Control Head of Fund Accounting $ K Head of Product Control $ K Fund Accounting Manager 6-10 Yrs $90-140K Manager Product Control 6-10 Yrs $ K Senior Fund Accountant 4-7 Yrs $80-100K Senior Product Control 4-7 Yrs $ K Fund Accountant 2-4 Yrs $60-80K Product Control 2-4 Yrs $70-100K The figures for both the Banking and Commercial sectors are ranges expressed as TCE (Total Cost of Employment) packages. Cash + Superannuation, excluding Short Term Incentives. These vary according to organisational size and sector and the individual circumstances of both the job seeker and employer. Positions are described by years of postgraduate experience and ranges of $AUD.

16 PAGE 16 Salary Guide Accounting in Commerce CFO/Divisional Finance Director 15+ Yrs $ K+ Tax Treasury Audit Financial Reporting Head of Tax $ K Head of Treasury $ K Head of Internal Audit $ K Group Financial Controller $ K Tax Manager 7-10 Yrs $ K Treasury Manager 7-10 Yrs $ K Internal Audit Manager 7-10 Yrs $ K Finance Manager 8-10 Yrs $ K Tax Accountant 4-7 Yrs $70-120K Treasury Accountant 4-7 Yrs $70-120K Senior Internal Auditor 4-7 Yrs $80-120K Senior Financial Accountant 5-8 Yrs $80-120K Internal Auditor 2-4 Yrs $60-80K Financial Accountant 3-5 Yrs $70-90K

17 PAGE 17 Commercial/ Management Accounting Strategy and Planning Credit/Payroll Commercial Manager $ K Strategy Manager M & A $ K National Credit/ Payroll Manager $ K Senior Management Accountant/Manager 8-10 Yrs $ K Financial Planning & Analysis Manager 8-10 Yrs $ K AR/AP/Payroll Manager 6+ Yrs $70-100K Recruited by our sister company, AccountAbility Management Accountant 5-8 Yrs $80-120K Senior Financial Analyst 5-8 Yrs $ K AR/AP/Payroll Supervisor 4-6 Yrs $60-80K Cost Accountant 4-7 Yrs $60-90K Financial Analyst 2-5 Yrs $70-100K The figures for both the Banking and Commercial sectors are ranges expressed as TCE (Total Cost of Employment) packages. Cash + Superannuation, excluding Short Term Incentives. These vary according to organisational size and sector and the individual circumstances of both the job seeker and employer. Positions are described by years of postgraduate experience and ranges of $AUD.

18 PAGE 18 The Ambition Accounting Jobs Index Accounting Job Vacancies Higher in 2006 The Ambition Accounting Jobs Index records the accounting job vacancies each month in the print media and key job sites state by state for both contract and permanent accounting vacancies. The Index is published monthly and detailed results can be found on the Ambition web site In 2006 the national accounting job market has continued to improve with increased vacancies over Volume of Accounting Positions Australia Wide 2006 Jan Feb Mar Apr May June Jul Aug Sept Oct Nov Dec 2005 Sydney Remains the National Hub The Ambition Accounting Jobs Index also records each state s share of national accounting vacancies and Sydney remains the key centre with approximately half of the nation s accounting jobs. National Share of Accounting Positions April 2006 Sydney & NSW 46% Melbourne & VIC 24% Brisbane & QLD 16% Perth & WA 7% Adelaide & SA 4% Canberra & ACT 2% Hobart & TAS less than 1%

19 PAGE 19 The Ambition Group We can now assist at all salary levels in Finance and Technology Watermark Search Watermark recruits at Board level across all disciplines using Executive Search. Ambition Finance Professional and Executive positions $60,000-$300,000+. Finance - Accounting, Analysis, Financial Management, CFO etc. Internal Audit, Compliance and Risk - Audit, Governance, Risk, Compliance, Company Secretarial. Banking and Finance - Investment and Portfolio Accounting, Analysis, M&A, Corporate Finance. Ambition Technology Information Technology and Telecommunications positions $60,000-$300,000+. Support, Development, Analysts, ERP/CRM, Network Admin, Project Management, Architecture, Business Intelligence, Security, CIO. McGinty Recruitment McGinty Recruitment is the leading Brisbane recruitment consultancy specialising in accounting, information technology, HR and office administration. AccountAbility Clerical and support accounting positions to $60,000. Accounts Payable, Accounts Receivable, Payroll, Reconciliations, Accounting support.

20 ambition Careers Recruitment and Contracting Accounting, Finance and Technology Sydney Level 8, 45 Clarence Street Sydney, NSW 2000 Tel (02) Melbourne Level 7, 455 Bourke Street Melbourne, VIC 3000 Tel (03) Parramatta Level 7, 91 Phillip Street Parramatta, NSW 2150 Tel (02) Hong Kong Alexandra House 18 Chater Road Central, Hong Kong Tel (852) Brisbane McGinty Recruitment Level 7, 82 Eagle Street Brisbane, QLD 4000 Tel (07) AccountAbility Level 9, 36 Carrington Street Sydney, NSW 2000 Tel (02) AccountAbility Level 5, 6 Help Street Chatswood, NSW 2067 Tel (02)