Autrala Salary Benchmark - Michael Page

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Salary Benchmark

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.au

About

The Michael Page Salary Benchmark is our annual salary report developed to provide hiring managers and candidates with salary references across various industries by job functions, including Finance, Technology, Human Resources, Sales and more.

Report methodology

The Michael Page Salary Benchmark is derived from 45,000 data points in our proprietary data and network in Australia, which includes job advertisements and placements made between July 2018 and June 2019, incorporating salary projections for 2020. Job Applicant Confidence Index, insights from our business leaders, our recruiters' interactions with companies and industry professionals, as well as other supplemental information from our various studies were also taken into consideration.

This year, the salary figures are represented by the minimum, maximum and median where median is a representation of the middle-most value in a set of data, arranged in ascending order. This means that, half the people who work in a specific field earns less than the median salary from the minimum, while the other half earns more towards the maximum.

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Contents

Job Applicant Confidence Index.................................................. 5 Infographic: What is the workforce in Australia thinking? 6 Construction................................................................................ 8 Digital......................................................................................... 12 Engineering & Manufacturing 19 Finance & Accounting28 Financial Services...................................................................... 41 Human Resources..................................................................... 55 Legal..........................................................................................62 Marketing................................................................................. 68 Mining, Energy & Resources 80 Procurement, Supply Chain & Logistics 83 Property.................................................................................... 89 Sales..........................................................................................94 Technology...............................................................................100

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How to lead Australia's companies into the future

Knowing how important learning and development will be to remaining fit for purpose in the world of work.

Matthew Gribble Regional Managing Director Michael Page Australia

One of the best parts of recruitment is watching inspirational leaders in motion. As we launch Australia's new Salary Benchmark 2020, now is a perfect moment to reflect on what we at Michael Page learn each day from the best leaders around us.

As our Federal Government reminds us, key trends are impacting all of Australia's 12.9 million employees. Megatrends such as the growth in computing power, connectivity, data volumes and AI combine with our changing employment markets and organisational structures. Australia can anticipate greater entrepreneurship levels, divergent demographics and continuing growth of the service sector.

One factor that hasn't changed? The critical importance of leadership to winning and retaining top talent. Research underlines that in talent management, effective leadership is more difficult yet more crucial than ever. Engagement spikes for leaders who are authentic, hold others accountable, lead with integrity and show empathy. Given that leading candidates typically have two to three offers to consider, top hirers display a pitch mentality for their crucial interviews ? working in advance to speed up and streamline their hiring process. Moving decisively is often the difference between first and last.

Salary and leadership aside, what do top talent profiles seek from your team? Just as in a sports team, employees want evidence that your company culture supports excellence in the way it plays fair and reinforces shared values. Find a culture that fits you, and you'll invest your best working years to build value to the company.

Having hired your team, the crucial part is seeing them grow and thrive. Critical to hiring and retaining today's best profiles is committing to their learning and development. Top talent profiles will often request a development map during the interview process ? knowing how important that learning and development will be to remaining fit for purpose in the world of work. Get this right, and you'll not only have a great hire ? you'll likely have a future leader as well.

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THE MICHAEL PAGE JOB APPLICANT CONFIDENCE INDEX

A measure of how optimistic job applicants in Australia are about the job market.

15% ARE INCLINED TO WORK OVERSEAS IN 2020

68% BELIEVE THEY WILL TAKE LESS THAN THREE MONTHS TO FIND A NEW JOB vs 67% in 2019

54% FORESEE THEMSELVES HAVING BETTER CAREER PROGRESSION IN 2020 vs 51% in 2019

60% ARE POSITIVE ABOUT THE JOB MARKET vs 64% in 2019

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What is the workforce in Australia thinking?

54%

of the workforce in Australia feel they have maximum autonomy for their work

62%

rate their contributions as highly impactful

83%

of professionals in Australia reportedly work in a

HARMONIOUS WORKPLACE

with the following top traits:

Collaborative Problem solving

Accountability

DO COMPANIES LACK DIGITAL ADAPTATION?

35%

from tech industries

AGREE

30%

from non-tech industries

AGREE

31%

of the workforce in Australia feel they have no freedom to have a break during work hours

EXPECTATIONS OF A LEADERSHIP TEAM

VERY IMPORTANT

51%

Having a CLEAR DIRECTION AND VISION

PROFESSIONAL DEVELOPMENT

42%

of the workforce in Australia says their company neglected their professional coaching and development

48%

respondents feel their potential was not maximised

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MOST IMPORTANT SOFT SKILLS

1

Mentorship

2

Conflict management

3

Building relationships

22% feel they were

UNFAIRLY APPRAISED

23% of workforce in

Australia say the management team did not get to know them on a personal level

RETENTION

Respondents say they would have stayed in their last company if

GEN X

Employee engagement was strengthened

Training and development plans were scheduled

A promotion in job title was offered

MILLENNIALS

Training and development plans were scheduled

Employee engagement was strengthened

A monetary raise was offered

SAYING GOODBYE

Here are the top factors for resignation:

1 Skills and abilities not

put to good use

2 Better opportunities

somewhere else

3 Unhealthy work culture

94%

do not consider unsatisfactory monetary benefits as a top decision to leave their job

5 TOP CONSIDERATIONS WHEN ACCEPTING A NEW JOB

1 Work culture and team dynamics 2 New challenges and industry exposure 3 Maximisation of skills and abilities 4 Mentorship and leadership capabilities 5 Monetary benefits

85%

claimed they WOULD GIVE THE MANAGEMENT HEADS UP before their official resignation

96%

would give HONEST REASONS for leaving

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Construction

Top 3 hiring trends

1. Hiring people who have the relevant skills in new technologies is key.

2. T alent that understands new energy efficiency regulations and has extensive knowledge about it is highly sought after.

Top industries

3. C ompanies now place more emphasis on creating safer, healthier and more positive work environments.

Construction

Property & Development

Insurance

Trending skills

Experience with health, aged care and retirement

living fit out

Experience with hotel / leisure developments

Roles in demand

Project Manager Project Engineer Estimator Business Development Manager Site Manager Contracts Administrator

5-10% average salary increase when switching jobs within similar industries

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