The following article by Jennifer Forshew, discusses pay rising as demand for skilled staff grows. Read Ambition Technology’s Managing Director, Andy Cross’s comments below.
PROFESSIONALS with skills such as Silverlight, MVC or SharePoint are highly sought after, with experienced developer salaries peaking 10 to 20 per cent above the industry norm.
The latest Ambition Technology Market Trends report for Quarter Three, released today, found more experienced developer salaries had jumped above the average at about $120,000 to $135,000.
Read more…
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Last year was a very difficult time for the global job market. Most people were struggling to find jobs, maintain their current job, and earn a decent salary. Times were tough and most of us didn’t have many options so we settled for anything we could get.
This year however, we have experienced quite the opposite. As the Australian economy prospers, technology employees are starting to ask for an increase in their salary. There is a huge skill shortage amongst technology employees, which makes it easier for people with the right skill set to demand a larger amount of money. In turn, companies are being forced to pay higher rates to people with these valued skills. Are these people actually worth what they are asking for, or are the companies paying extra because these are the best options they can find? Are companies now in the reverse role and having to settle because there are such limited options?
Pay rises are not only happening in Australia, but also the USA. Google just released a statement saying they would give a 10% pay rise to all of their employees next year. The reason behind this decision was to try and entice their employees to stay with the company as opposed to being poached by other competitors such as Facebook. Google is choosing to increase pay rates to their employees because they value their skills and want them to stay onboard.
Is there a difference between the pay rises we are seeing in Australia compared to the pay rises companies like Google are implementing? Is Australia being forced to give pay increases because there is a lack in numbers of skilled workers? Are we able to choose what kind of pay we are giving, or are we being forced to choose between quality and quantity?
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Having been in the recruitment industry for some time, the top three drivers for candidates looking to the market in order of importance have generally always been;
1) Career progression and professional development opportunities
2) The right culture fit/stability of an organisation and
3) A salary increase.
Is this still the case or are you now chasing short term wins? Read more…
As a specialist in IT infrastructure recruitment, we have taken some time to review the salaries and rates within this sector in the year so far.
The IT industry was one of the strongest sectors during the GFC and has also been one of the quickest to regain momentum during the recovery. This has led to quicker than expected competition for IT resources, with pressure growing on both salaries and contract rates.
Some key points to note are:
- Competition is rife at more junior levels as company’s look to gain value for money.
- Contract rates have accelerated at a faster pace than permanent salaries.
- High demand for specialist skill sets in storage, security, virtualization and cloud computing.
- Management salaries experiencing a slower increase as companies focus on technical resources.
- Very high demand for project staff with a number of delayed IT investments now under way.
- High demand for IT infrastructure transition, consolidation and integration skills.
- IT service providers driving demand for infrastructure architects, pre-sales and delivery professionals.
The figures are to be used as a guide only, these figures have been taken from placements that we have made, candidates we have on our database and jobs that we have recruited for this year. The correlation between years experience and salary is based on the skill level, performance and ability of individuals and is not necessarily a direct reflection of the number of year’s experience.
If you would like a more tailored indication of salary and rate information specific to your business, one of our Infrastructure specialists would be happy to arrange a meeting to discuss.
Questions or comments can be directed to our Blog site or directly by email to Rory Herity directly at rory.herity@ambition.com.au
One of the most common questions being asked right now is “are salaries and contract rates going up in line with the increase in demand for IT resources?” My initial reaction is a resounding, ‘yes’, however looking a little deeper there are some interesting points of note starting to occur across the Technology Industry.
Using the relatively widespread salary benchmark reports that pop up on the internet from a variety of sources, I was surprised at how low some of the average salaries were being reported. They certainly didn’t match up with what I was seeing day-to-day but with any statistical data you cannot read too much in to it without carefully examining the small print i.e. Scope and reach of the survey and the number and class of respondents.
So digging a little deeper I used a matrix of tools to see if there really was any truth to the rate changes being reported. Using a number of major job boards and cross referencing our own candidate database information and job placement data I was able to refine my findings. Finally to add a further layer of reference I spoke to other IT recruiters and a number of my current clients. Read more…
With the release of the Rudd government’s budget this week, speculation is that employment growth will strengthen from 1% to around 3.5% in 2010. Realistically this means that unemployment rates will drop, demand for talent will increase and the recruitment market is likely to take a turn towards a severe skill shortage not experienced for quite some time. With this in mind what are you, the employer, doing to avoid attrition rates creeping up and losing your key talent to competitors?
With demand increasing dramatically this year within the Banking and Financial services space for Project Managers and Business Analysts, a skill shortage of experienced, competent and skilled candidates is a reality. In a bid to push through various projects and programmes of work delayed due to the GFC, many organisations within financial services now have multiple requirements ranging across a high number of projects. Some organisations are now offering rates and salaries way above market rates in an attempt to attract the best talent in the market, and to tempt those key performers away from their current employers.
Read more…
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