TECHNOLOGY & DIGITAL. Talent insights. Critical roles, skills and salaries to shape your team in 2017

Transcription

1 TECHNOLOGY & DIGITAL Talent insights Critical roles, skills and salaries to shape your team in 2017

2 The business context: Change is the new normal IT functions are under pressure from both internal and external factors, according to data from a Hudson survey of employers in Australia. Employers name their top 5 challenges for: The business 1 2 Improving the digital customer experience Increased customer demands 3 Economic uncertainty 4 Increasing speed to market of new products and services 5 New/emerging competitors Improving the customer experience Increased customer demands are driving organisations to invest in technology and digital initiatives to improve the customer experience. This includes retail platforms, mobile solutions for e-commerce, better access to public services and service simplification. Often organisations do not have the in-house skills or experience to carry out large-scale digital transformation projects, so they are increasingly hiring permanent and contracting staff to bring new and diverse capabilities into their teams. The need to move faster As customer demands increase, organisations need to bring new products and services to market faster than their competitors. Many markets are also facing new entrants who typically have the benefit of lower cost structures as they don't have legacy infrastructure. This puts pressure on technology professionals to find solutions that can increase the speed of product development and distribution. 2 Hudson research Nov 2016: Technology & Digital employers, Australia

3 The workplace 1 Organisation or team restructures 2 Cultural transformation 3 Implementing new technology platforms 4 Budget cuts 5 New approaches to managing projects, eg: Agile Workplaces in transformation Where once technology teams may have been more focused on maintaining current IT systems, organisations are now responding to the changing environment by restructuring and looking to new systems that are more responsive and customer-centric. These changes are happening alongside cultural transformations within organisations, so IT teams are in a constant state of flux. With employers under pressure to manage through change, hiring becomes an opportunity to bring in people with a positive and adaptable mindset. The team 1 Upskilling staff Keeping employees engaged and motivated Helping staff adapt to change Improving employee performance Retaining top performing staff Keeping spirits up In the midst of change, employees can become frustrated and disengaged. As their organisation shifts around them, employers have the responsibility to keep their staff engaged and motivated - or risk losing their best people. Finding candidates who have it all Employers continue to have strong demand for specialist skillsets, and are facing skills shortages across many role types and technologies. Professionals who have the right technical skillsets and who can also thrive in an environment of change will be in demand. Any managers not continually upskilling staff will be left with a team that's below the industry standard and may find it harder to retain top-performing employees. 3

4 The demand for talent: Hiring intentions remain strong Australian permanent hiring expectations: net effect (%) hiring expectations: Net effect (% of employers intending to increase headcount minus % of employers intending to decrease headcount). increase 30.8 % maintain 57.6 % decrease 11.7 % 2017 For the last 10 years, Hudson has taken the pulse on employers' intention to hire. In H1 2017, the net effect has dipped slightly compared to H2 2016, during a period in which economic growth slowed in Australia. Hudson's research was undertaken shortly before the Australian Bureau of Statistics released September quarter gross domestic product (GDP) figures, showing a surprising 0.5% contraction in the economy, driven largely by a decline in business investment. 1 The Hudson data correlates with the subdued business conditions 2 experienced by employers in the second half of 2016, easing from a peak in May, and a dip in consumer confidence in the second half of Despite the recent slowdown, the NAB Monthly Business Survey shows that business conditions remain above average levels. 4 Overall hiring intentions remain strong and are still higher than during Australian National Accounts: National Income, Expenditure and Product, Sep 2016, Australian Bureau of Statistics 2,3 NAB Monthly Business Survey, October Westpac Melbourne Institute Index of Consumer Sentiment, December 2016

5 ACT tops hiring activity 24.2% 33.6% WA SA 30.4% NSW 45.6% ACT hiring expectations: % of employers increasing headcount by region. 34.2% VIC 27.8% QLD The ACT continues to lead Australia in terms of hiring growth, not only in the public sector but in private sectors as well. The jobs markets in WA, QLD and SA have improved from recent periods as they recover from a tough year in 2015 impacted by the resources downturn, while NSW and VIC continue to have strong demand for new hires. Australian hiring intentions remain strong, however economic growth will be watched closely by employers as they plan their teams in Dean Davidson Executive General Manager Recruitment Australia & NZ 5

6 Planning for your team: Feeling the talent pinch Employers are looking for people with the right technical and soft skills, as well as cultural fit for their team. How hard is it to find the talent that you need? of IT managers are looking to increase or maintain headcount in 90 % 2017 Main hiring challenges but more than 1 in 4 say it's harder to find top talent now than it was a year ago Finding candidates with the relevant technical skills Finding candidates with the right cultural fit for your team Finding candidates with the relevant soft skills Getting budget approval for a new/ replacement role Assessing candidates to determine the likelihood of success Hudson research Nov 2016: Technology & Digital employers, Australia 6

7 Top 5 in demand: Roles Business Analyst Project Manager.NET 1st, 2nd Level Support Solution Architecture Technical skills Business analysis JavaScript frameworks CMS.NET Solution architecture Soft skills Innovative thinking Driving and managing change Stakeholder management Critical thinking Drive for results A finite pool of candidates With almost all employers looking to maintain or increase headcount in 2017, competition for top talent will be tough. Organisations are seeking candidates with highly specific expertise but there is a noticeable skills shortage in many role types and for particular technologies. Agile approach sought after A solid understanding of the Agile approach to project management is continuously in high demand. There's also a greater emphasis being placed on how organisations manage their data and information. Soft skills a high priority With IT teams expected to do much of the heavy lifting within organisations when it comes to implementing new systems and platforms, it's no surprise that employers are prioritising people with soft skills that involve envisioning, communicating and managing change. Different demands for different sectors In the public sector, particularly in Canberra, the Digital Transformation Agency is transforming the way the government operates to make it more end-user focused. Organisations across government departments are seeking IT or technology professionals with experience in projects and technologies that enable higher levels of service to both the public and internal stakeholders. Meanwhile, in the financial services sector, businesses are looking to technology to increase market share by identifying, engaging and retaining customers, and are seeking out new talent with the skills for such large-scale transformations. 7

8 Beyond the job ad: Winning strategies to source today's best talent There's been a significant shift from technology professionals who considered themselves to be active job seekers to those who are passive job seekers open to new opportunities. 47 % of technology employees are open to new opportunities The changing job market reflects a shift happening across Australia in the way that employers should approach sourcing top talent. They need to look beyond reactive job ads to get the best candidates in the market, not just the best available at the time. 43% Actively seeking 25% Passive/open to opportunities 34% 47% 23% Planning to stay 28% H H H H H H A large number of potential hires might be interested in a role but aren't actively looking for jobs. 8 Hudson research Nov 2016: Technology & Digital employers, Australia

9 Strategic sourcing for the best talent 1. Plan ahead Successful sourcing is built on knowing the roles you need, the talent you want and when you ll need it. Identify business critical and hard-to-fill roles, plus roles with high turnover. 2. Know who you want Develop a profile of the people you need, starting with their skills, competencies and experience. Then look beyond technical knowledge to consider motivations and cultural fit. 3. Be where your talent is There s an abundance of sourcing channels blogs, SEO, events, referrals, networking, associations, LinkedIn, video, traditional media, online advertising, job boards, databases and your next great candidate could be attracted through any of them. They could even be already within your organisation. 4. Sell a compelling employee value proposition (EVP) Understand what your target audience wants, then create an appealing employment offering that engages candidates throughout the hiring process. With job interviews an increasingly twoway street, candidates care about issues like social responsibility, flexible work options, diversity and corporate culture. 5. Access a talent pool Having ready access to a pool of qualified candidates will maximise your chances of finding top talent quickly when roles become available. 9

10 Attracting talent: What are job seekers looking for? Hudson's research shows that most employees surveyed in Australia are most attracted to roles in companies where the work environment suits them, with enough flexibility for a good work/life balance and challenges to keep them motivated. What attracts job seekers to a company Work environment Work/life balance Challenging role Advancement 5 opportunity Chance to make a difference Ensure you have a compelling EVP Be clear about your employee value proposition. Only a compelling offer will lure top talent. If you can't offer the best salaries, ensure you have a compelling narrative about why people would want to work at your organisation. Hudson candidate engagement research, 2016, Australia Just like employers look for good cultural fit, candidates are looking for a work environment that suits them. 10

11 Nurturing potential hires: Personalised communication is key Continuous engagement is essential to developing a relationship with a potential hire, even when a role is not yet available. When asked which channels were the most effective for engaging their interest, Australian professionals showed clear preferences. The best methods of continually engaging with prospective candidates: Professionals don't want you to reinvent the wheel when it comes to contacting them. Overwhelmingly, they prefer the tried and true methods of phone and % via phone call 49 % via LinkedIn InMail 91 % via personalised 42 % via company website Maintaining good relationships Ensure you provide a personalised, positive and consistent experience for candidates, from the point of initially engaging with them right through to the job offer. Hudson candidate engagement research, 2016, Australia 11

12 The hiring process: A crucial factor in securing top talent A good quality hiring process is a chance to demonstrate your employee value proposition and is fundamental to a strong employer brand. If it's a disorganised or disengaging process, candidates will assume that it reflects the workplace and steer clear. 86 % of Australian professionals believe that the experience with an organisation's job application and interview process is important when deciding to join a company The top 5 important aspects during the application and interview experience 1 Understanding the details of the position requirements Ongoing communication about application status A reasonable time frame for a final decision Ease of application submission Knowing the next steps in the process 12 Hudson candidate engagement research, 2016, Australia

13 Remuneration: Underpaid and underappreciated? Getting salary right is an essential part of the equation for hiring managers as they cope with the challenge of engaging and motivating employees. This may be particularly challenging in the context of record low wages growth in Australia. 1 If people are feeling underpaid, they may also be feeling underappreciated. The answer? Communication and transparency. 46 % How much has your base salary increased by in 2016? 51 % Of those who received an increase, 69 % of IT or technology employees surveryed feel they are underpaid received no increase received an increase of 1-5% Ensuring salary satisfaction Refer to up-to-date salary data and clearly communicate that when making a salary offer to ensure continued engagement and job satisfaction. Alternatives to pay rises Employees say they would be willing to swap a pay rise for: 1. More annual leave 2. Bonuses and incentives 3. Flexible work conditions The Hudson Report: Forward Focus 2016 Hudson research Nov 2016: Technology & Digital employees Australia 1 Wage Price Index September quarter 2016, Australian Bureau of Statistics 13

14 Salary guide: Technology & Digital Salary ranges relate to base salaries and exclude superannuation/bonuses/incentive schemes/stock options. Sydney, Newcastle & Canberra: pages Canberra & Melbourne: pages Adelaide & Perth: pages Sydney Newcastle Canberra Senior Management CIO/GMIT/IT Director N/A N/A N/A CTO N/A N/A IT Manager N/A Infrastructure Manager Network Manager N/A N/A Business Systems Manager Development Manager Enterprise Architect Information Security Manager N/A N/A Security Architect N/A N/A Solutions Architect - Infrastructure Solutions Architect - Applications

15 Sydney Newcastle Canberra Project Services PMO Manager Portfolio Manager N/A N/A Program Manager Senior Project Manager N/A N/A Project Manager Project Scheduler N/A N/A N/A N/A Project Coordinator Project Administrator PMO Analyst N/A N/A N/A N/A Change Manager Change Analyst N/A N/A Change Communications Manager N/A N/A Senior Business Analyst N/A N/A Business Analyst Business Architect N/A N/A N/A N/A Scrum Master N/A N/A Agile Coach N/A N/A N/A Data Scientist Data Analyst N/A N/A Process Analyst N/A N/A Trainer N/A N/A Technical Writer N/A N/A 15

16 Sydney Newcastle Canberra Enterprise Applications JDE/Oracle/PeopleSoft Functional Consultant JDE/Oracle/PeopleSoft Technical Consultant JDE/Oracle/PeopleSoft Developer SAP Functional Consultant N/A SAP Technical Consultant N/A SAP Architect N/A SAP Administrator N/A Dynamics/CRM Functional Consultant Dynamics/CRM Technical Consultant Dynamics/CRM Developer Salesforce Functional Consultant N/A N/A Salesforce Technical Consultant N/A N/A Salesforce Developer N/A N/A Salesforce Administrator N/A N/A Business Intelligence Developer/Analyst Development Developer -.NET Developer - Java/J2EE Front End/UI Developer

17 Sydney Newcastle Canberra Development continued... Developer - Open Source DevOps Engineer N/A N/A DevOps Architect N/A N/A N/A N/A Mobile Developer Developer - CMS (Sitecore, Kentico, Umbraco) Test Manager Test Lead Test Analyst Automation Test Analyst Development Team Leader Web Developer SharePoint Consultant/ Developer Developer - C/C Infrastructure Network Administrator Network Designer N/A N/A Network Engineer Security Administrator/ Engineer System Engineer System Administrator Unix System Administrator Operations Manager Change/Release Manager N/A N/A

18 Sydney Newcastle Canberra Infrastructure continued... Helpdesk/Service Desk Manager Helpdesk - 1st Level Support Service Desk - 2nd Level Support Helpdesk/Service Desk Lead DBA - Oracle DBA - SQL Server Desktop Support Analyst DevOps Engineer N/A N/A Applications Packager Application Support Analyst N/A N/A UX & Digital Design UX/CX & Service Designer N/A N/A UX Manager N/A N/A UI Designer UX Designer Digital Designer Web Designer UX Architect Graphic, Visual & Interactive Designer

19 Brisbane Melbourne Senior Management CIO/GMIT/IT Director N/A N/A CTO N/A N/A IT Manager Infrastructure Manager Network Manager Business Systems Manager Development Manager Enterprise Architect Information Security Manager Security Architect Solutions Architect - Infrastructure Solutions Architect - Applications Project Services PMO Manager Portfolio Manager Program Manager Senior Project Manager Project Manager Project Scheduler Project Coordinator Project Administrator PMO Analyst Change Manager Change Analyst Change Communications Manager

20 Brisbane Melbourne Project Services continued... Senior Business Analyst Business Analyst Business Architect Scrum Master Agile Coach Data Scientist Data Analyst Process Analyst Trainer Technical Writer Enterprise Applications JDE/Oracle/PeopleSoft Functional Consultant JDE/Oracle/PeopleSoft Technical Consultant JDE/Oracle/PeopleSoft Developer SAP Functional Consultant SAP Technical Consultant SAP Architect SAP Administrator Dynamics/CRM Functional Consultant Dynamics/CRM Technical Consultant Dynamics/CRM Developer Salesforce Functional Consultant Salesforce Technical Consultant

21 Brisbane Melbourne Enterprise Applications continued... Salesforce Developer Salesforce Administrator Business Intelligence Developer/ Analyst Development Developer -.NET Developer - Java/J2EE Front End/UI Developer Developer - Open Source DevOps Engineer DevOps Architect Mobile Developer Developer - CMS (Sitecore, Kentico, Umbraco) Test Manager Test Lead Test Analyst Automation Test Analyst Development Team Leader Web Developer SharePoint Consultant/Developer Developer - C/C Infrastructure Network Administrator Network Designer

22 Brisbane Melbourne Infrastructure continued... Network Engineer Security Administrator/Engineer System Engineer System Administrator Unix System Administrator Operations Manager Change/Release Manager Helpdesk/Service Desk Manager Helpdesk - 1st Level Support Service Desk - 2nd Level Support Helpdesk/Service Desk Lead DBA - Oracle DBA - SQL Server Desktop Support Analyst DevOps Engineer Applications Packager Application Support Analyst UX & Digital Design UX/CX & Service Designer UX Manager UI Designer UX Designer Digital Designer Web Designer UX Architect Graphic, Visual & Interactive Designer

23 Adelaide Perth Senior Management CIO/GMIT/IT Director N/A N/A CTO N/A N/A IT Manager Infrastructure Manager Network Manager Business Systems Manager Development Manager Enterprise Architect Information Security Manager Security Architect Solutions Architect - Infrastructure Solutions Architect - Applications Project Services PMO Manager Portfolio Manager Program Manager Senior Project Manager Project Manager Project Scheduler Project Coordinator Project Administrator PMO Analyst Change Manager Change Analyst Change Communications Manager Senior Business Analyst

24 Adelaide Perth Project Services continued... Business Analyst Scrum Master Agile Coach Data Scientist Data Analyst Process Analyst Trainer Technical Writer Enterprise Applications JDE/Oracle/PeopleSoft Functional Consultant JDE/Oracle/PeopleSoft Technical Consultant JDE/Oracle/PeopleSoft Developers SAP Functional Consultant SAP Technical Consultant SAP Architect SAP Administrator Dynamics/CRM Functional Consultant Dynamics/CRM Technical Consultant Dynamics/CRM Developers Salesforce Functional Consultant Salesforce Technical Consultant Salesforce Developers Salesforce Administrators

25 Adelaide Perth Enterprise Applications continued... Business Intelligence Developer/ Analyst Development Developer -.Net Developer - Java/J2EE Front End/UI Developer Developer - Open Source DevOps Engineer DevOps Architect Mobile Developer Developer - CMS (Sitecore, Kentico, Umbraco) Test Manager Test Lead Test Analyst Automation Test Analyst Development Team Leader Web Developer SharePoint Consultant/Developer Developer - C/C Infrastructure Network Administrator Network Designer Network Engineer Security Administrator/Engineer

26 Adelaide Perth Infrastructure continued... System Engineer System Administrator Unix System Administrator Operations Manager Change/Release Manager Helpdesk/Service Desk Manager Helpdesk - 1st Level Support Service Desk - 2nd Level Support Helpdesk/Service Desk Lead DBA - Oracle DBA - SQL Server Desktop Support Analyst DevOps Engineer Applications Packager Application Support Analyst UX & Digital Designers UX Manager UI Designer UX Designer Digital Designer Web Designer UX Architect Graphic, Visual & Interactive Designer

27 This salary guide is a compilation of salary and market information provided by Hudson consultants, clients, candidates and other sources across Australia. Information was gathered by drawing on the extensive knowledge of our specialist recruitment consultants across Hudson s specialist practice groups. Salary ranges are approximate guides only. They relate to base salaries and exclude superannuation/ bonuses/incentive schemes/stock options. 27

28 Methodology Hudson undertook quantitative research with hiring managers and employees across Australia to analyse the talent landscape and provide insights on what employers might expect in 2017 and beyond. We canvassed the views of 3,754 Australian employers and employees in November From these findings we developed this report a combination of the survey findings and Hudson's specialist insights on the hiring landscape. We have also included data and insights from Hudson quantitative and qualitative research of 3,555 candidates from the Asia Pacific region undertaken in H to better understand the way that job seekers engage with recruiters and the job selection process. Percentages don't always total 100% as respondents could select more than one option for certain questions. Hudson Technology & Digital Hudson's specialist recruitment consultants have the indepth market knowledge of salaries, job titles and hiring trends to ensure you achieve the best outcome for your organisation at the appropriate remuneration. We build highly nurtured and engaged pools of select talent so you can find the right person quickly. This means greater speed and precision in placements, and higher satisfaction for both clients and candidates. Our proprietary assessment tools and techniques will help you find candidates with the right technical skills and capabilities for the role and for your team, so you can achieve higher performance and superior business results. au.hudson.com