Australia - Hays Salary Guide 2013

SELECTIVE
INVESTMENT
INSIGHTS
TO INFORM
The 2013 Hays Salary Guide: Salary & Recruiting Trends

STABILITY
RETURNS
While it is clear that there is now sustained demand, much of it
in the more traditional disciplines such as Accountancy &
Finance, IT and Sales & Marketing – it’s not in every function, in
every region. Our clients are making strategic hires into roles that
will offer long term benefits for the organisation – be they
permanent or short term.
The qualities of the most valued candidates are consistent
though, with capability, culture fit and specific relevance to the
job at the top of many shortlists. The keys to attracting those
high potential candidates still lies with finding them, engaging
with them and making sure that they see the right opportunities
at the right time.
Nick Deligiannis
Managing Director, Hays Australia & New Zealand
THANK YOU
Hays would like to express our gratitude to all those organisations that
participated in our online survey and provided such invaluable feedback, which
we feel has contributed to making this the most accurate and up to date survey
of its kind in Australia and New Zealand. A list of all contributors who kindly gave
their permission to be named as participants can be found on our website.
This Guide is reproduced in full in PDF format and can be requested from our
website – hays.com.au and hays.net.nz
FEEDBACK
We welcome any feedback or comments regarding this guide whether positive or
negative to ensure that it continues to be relevant to Australian and New Zealand
organisations across all industries. Please address any suggestions to your local
Hays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW
2000. E: salaryguide@hays.com.au
DISCLAIMER
The Hays Salary Guide is representative of a value added service to our clients,
prospective clients and candidates. Whilst every care is taken in the collection
and compilation of data, the guide is interpretive and indicative, not conclusive.
Therefore information should be used as a guideline only and should not be
reproduced in total or by section without written prior permission from Hays.
2013 Hays Salary Guide | 3
As the dust starts to settle on the shifting picture for WA and
QLD, forecasts point towards a more stable economic climate
with increased conﬁdence; 68% of respondents say they envisage
business activity increasing in the coming months and record low
interest rates will only support that.

4 | 2013 Hays Salary Guide
MARKETOVERVIEW&TRENDS

Employers are cautiously optimistic about the year
ahead. Last year, only 27% saw the outlook for the
economy as strengthening. In comparison, this
year 40% say they see a more positive outlook on
the horizon.
When asked about the 12 months ahead, an encouraging
68% of employers expected their levels of business activity
to increase. And 55% had already seen an increase in
business activity over the 12 months prior to the survey.
Of the total employer group, 8% had no plans to increase
salaries in the 12 months after the survey and 11% had
not awarded any increases in the preceding 12 months.
Continuing to look at theses two time periods, 57% of
employers plan salary increases of less than 3% (49% had
awarded such increases in 2012); 32% increases of 3% to
6% (33% in 2012) and 2% increases of 6% to 10% (5% in
2012). Only 1% of employers planned salary increases of
more than 10% compared to 2% in 2012.
When asked about permanent headcount over the next
12 months, 37% of those surveyed expected headcount to
increase, 51% for staff levels to stay the same and 12% for
numbers to decrease. Reflecting on the past 12 months,
35% of employers had increased permanent headcount,
42% kept it on hold and 23% decreased numbers.
Of those employers planning to hire, 83% say the roles
will be full-time (down from 85% in 2012), 20% plan more
part-time staff (18% in 2012), 14% more casual staff (15%
in 2012) and 17% will increase their use of temporary/
contracting staff (unchanged).
By sector, permanent headcount is expected to grow most
within Engineering and Project Management with 60%
and 49% respectively of employers predicting growth in
these areas. Hiring intentions in Accountancy & Finance are
consistent with the prior year at 26% planning to increase
hiring. A large 80% of employers plan to keep Marketing
headcount unchanged but of those employers surveyed
none were planning to decrease headcount.
Sales professionals are in demand but mostly for “hunter”
roles that will increase the revenues of the organisation
while demand for Account Management talent has
declined. Resources & Mining employers remain focused
on retention, a continuing trend from 2012.
The largest area of skills shortage appears to be junior
to mid management talent in both Operations and
Accountancy & Finance. The next highest areas of skills
shortage were for Junior to Mid Management talent for
Engineering, Technical roles, Sales & Marketing and IT roles.
As an indicator of the need to increase flexibility in the
workforce we’ve seen a 25% increase in the number of
respondents expecting to utilize temporary and contract
staff on an ongoing basis. In terms of skills shortages, more
than 63% of those surveyed said that the effectiveness
of their operations would be impacted by not finding the
right skills for their business. Interestingly, career path and
development was identified as being critical to attracting
the best candidates by 41% of respondents, yet in contrast
only 10% say their organization is perceived as offering
those opportunities by the market. Similarly, in order
to cope with skills shortages, 61% of employers would
consider sponsoring candidates from overseas compared
to 59% in 2012.

SALARY INCREASES
MARKETOVERVIEW&TRENDS:SALARYPOLICY
1. Average % increases from last reviews: across all countries
For speciﬁc industries:
11%Nil
49%Less than 3%
33%From 3% to 6%
5%From 6% to 10%
2%More than 10%
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manufacturing
Mining & Resources
Professional Services
Public Sector
Retail
Transport & Distribution
Other
18
20
7
10
11
9
17
7
7
8
7
9
46
45
53
62
51
54
29
48
55
57
54
48
32
26
35
23
28
31
45
34
36
33
38
37
7
3
5
7
3
6
9
1
4
4
2
2
3
3
3
2
11
2
1
2

SALARY INCREASES
2. When you next review, by what percentage do you intend to increase salaries? across all countries
8%Nil
57%Less than 3%
32%From 3% to 6%
2%From 6% to 10%
1%More than 10%
Advertising & Media
Financial Services
Manufacturing
Mining & Resources
Public Sector
Retail
Other
21
16
5
5
8
9
10
4
3
2
14
5
39
52
58
72
46
59
41
56
65
67
60
59
32
25
35
23
36
30
43
37
31
29
25
33
4
6
1
7
2
5
2
1
1
4
1
1
3
1
1
2
1
2

MARKETOVERVIEW&TRENDS:SALARYPOLICY
3. Does your company offer flexible salary packaging?
Of those who answered yes, the following benefits were indicated as being commonly offered to...
BENEFITS
All employees More than 50% Less than 50% Few employees
Car 13% 8% 29% 51%
Bonuses 25% 16% 22% 37%
Private health insurance 32% 5% 8% 55%
Parking 33% 14% 18% 36%
Salary sacrifice 54% 7% 14% 26%
Above mandatory superannuation 34% 6% 12% 48%
Private expenses 14% 5% 12% 70%
76%YES
24%NO

4. Over the last 12 months, have permanent staff levels in your department... across all departments
STAFFING
MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS
23%
Decreased
42%
Remained the same
35%
Increased
For speciﬁc departments:
Accountancy & Finance
Engineering
Human Resources
Information Technology
Marketing
Operations
Project Management
Purchasing
Sales
Other
19
16
21
21
30
25
27
21
26
31
53
44
45
54
60
34
24
29
48
31
28
40
34
25
10
41
49
50
26
38

STAFFING
5. Over the coming year, do you expect permanent staff levels to... across all departments
12%
Decrease
51%
Remain the same
37%
Increase
Engineering
Human Resources
Marketing
Operations
Project Management
Purchasing
Sales
Other
9
4
14
11
14
16
28
9
9
65
36
51
57
80
38
35
36
61
48
26
60
35
32
20
48
49
36
30
43

6. If you expect staffing levels to increase, please specify how:
STAFFING
Note: Multiple choices permitted.
Full time/
permanent staff
83%
Employment of
part-time staff
20%
Employment
of casual staff
(on your payroll)
14%
Temporary/
contractors
(through an employment
consultancy)
17%
Job sharing
3%
Mixture, other
(inc. overseas recruitment,
acquisitions)
3%

STAFFING
7. How often do you employ temporary/contract staff? across all departments
19%
Regular ongoing
basis
43%
Special projects/
workloads
38%
Exceptional
circumstances/never
Engineering
Human Resources
Marketing
Operations
Project Management
Purchasing
Sales
Other
13
20
18
25
10
23
27
43
26
16
39
48
45
57
70
42
54
21
30
42
48
32
37
18
20
35
19
36
44
42

STAFFING
8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments
14%
Decrease
71%
Remain the same
15%
Increase
Engineering
Human Resources
Marketing
Operations
Project Management
Purchasing
Sales
Other
12
8
15
18
30
15
13
14
9
12
77
84
71
57
70
67
65
57
56
72
11
8
14
25
18
22
29
35
16

SKILL SHORTAGES
9a. Do you think that skill shortages are likely to impact the effective operation of your business/department?
37%
No
45%
Yes - in a minor way
18%
Yes - signifcantly
9b. In skill-short areas, would you consider employing or sponsoring a qualiﬁed overseas candidate?
10. For which areas have you recently found it difficult to recruit?
61%YES
39%NO
Junior to mid
management
Senior
management
Junior to mid
management
Senior
management
Accountancy & Finance 19% 8% Operations 19% 11%
Distribution 3% 1% Purchasing 2% 1%
Engineering 15% 13% Sales & Marketing 14% 8%
Human Resources 5% 2% Technical 15% 7%
IT 12% 3% Other 15% 6%

WORK PRACTICES
11. Does your workplace allow for ﬂexible work practices?
83%YES
17%NO
12. If yes, which practices do you currently offer?*
Flexible leave options
Career breaks Phased retirement
Part time
employment
80%
Flexible working
hours
76%
Flex-place
54%
Job sharing
29%
35%
17% 14%
13. Has overtime/extra hours in your organisation over the last 12 months...
If increased, by how much?
Per week Month end Year end
5 hours or less 37% 15% 9%
5 - 10 hours 35% 26% 15%
More than 10 hours 10% 22% 34%
11%Decreased
63%Remained the same
26%Increased
*Multiple choices permitted.

14. For non-award staff in your organisation, is overtime/extra hours worked...
15. Is it your policy to counter-offer staff when they resign?
Of those you counter-offered, on average, did they....
MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS&EMPLOYERBRANDING
WORK PRACTICES
38%
Paid
62%
Unpaid
61%No
38%Sometimes
1%Yes
16. Over the last 12 months has your staff turnover rate:
22%
Decreased
52%
Remained the same
26%
Increased
3% 22%
42%
33%
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Stay less than
3 months
Stay
3 - 12 months
Stay longer than
12 months
Leave anyway

EMPLOYER BRANDING
17. How important do you think the following factors are for an employer brand and how well do you think
your organisation is perceived on the same criteria?
Level of importance
Organisational perception
Career path/training & development
An individual’s ‘fit’ with the company’s vision, culture and values
Direct/indirect experience of the company
Salary and benefits
Work/life balance
2
2
2
1
2
3
3
9
4
4
14
14
29
20
18
40
38
41
52
45
5
2
2
2
3
16
12
8
12
11
35
30
33
41
34
34
36
45
38
37
41
43
19
23
31
10
20
12
7
15
Poor
No impact
Okay
Minor impact
Good
Some impact
Very Good
Significant impact
Excellent
Major impact

ECONOMIC OUTLOOK
MARKETOVERVIEW&TRENDS:ECONOMICOUTLOOK
18. In the past 12 months, has business activity...
21%Decreased
24%Remained the same
55%Increased
19. In the next 12 months, do you envisage business activity: across all industries
7%Decreasing
25%Remaining the same
68%Increasing
Advertising & Media
Financial Services
Manufacturing
Mining & Resources
Public Sector
Retail
Other
15
13
2
4
8
7
4
7
5
13
5
25
24
25
19
8
32
23
26
26
22
24
26
60
63
73
81
88
60
70
70
67
73
63
69

ECONOMIC OUTLOOK
20. What are the key factors driving your business activity?
Current economic conditions
Projects driven by government
Capex investments
Consumer/business conﬁdence
Currency/forex rates
Interest rates 46
50
15
39
30
5
46
37
42
37
36
36
8
13
43
24
34
59
None Some Signiﬁcant
21. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
10%
Weakening
50%
Static
40%
Strengthening
*This data was collected during March 2013.

SKILLS
SHORTAGES
STILL POWERING
SALARY MOVES
SALARYINFORMATION:SALARIES&SECTOROVERVIEWS
Using our salary tables
Salaries are in ‘000. The bold number represents the typical salary. The
number(s) underneath represent the salary range. Refer to the notes
section under the salary table to determine if superannuation or other
benefits are included. All salaries are represented in local currencies.
Head of HR
Sydney
300 Typical salary
220 - 400 Salary range

SALARYINFORMATION:INFORMATIONTECHNOLOGY
INFORMATION TECHNOLOGY
AUSTRALIA
As predicted, both private and public
sector employment has remained fairly
steady overall in the first half of 2013 as
organisations looked to improve systems
in order to create a better customer
experience, gain efficiencies and take
advantage of developing technologies.
We did see a number of job cuts in the
public sector but this activity was offset by
the job growth in the private sector as major
institutions continued to reform their IT
structures. Within the private sector, major
programmes of work were undertaken in
banking and financial services, utilities and
telecommunications organisations.
The majority of the recruitment activity in
information technology involved an
increased volume in contracting staff as
companies looked to remain flexible. We
also saw fairly major growth within the
systems integrators and other IT services
organisations such as software and advisory.
In infrastructure, we witnessed constant
demand over the year for all levels of
support, and, moving up the levels, skills in
networking, security and design as major
projects, upgrades and new network
builds in the enterprise space continued.
Skills in the communications vendor space
were in high demand, and we also started
seeing challenger brands to these
technologies enter the market.
The software development area saw
continued growth within Java technologies
creating consistent hiring across the board.
Microsoft technologies also kept up, with
SharePoint, ASP.Net and MVC framework
professionals in demand. Candidates with
opensource technologies were also highly
sought after particularly those with skills in
DRUPAL and Magento as organisations
looked to implement more cost-effective
strategies. In addition, increased mobile
activity pushed up demand in the iOS and
Android space.
With continued IT investment, programs of
work demanded strong business analyst
skills and we have seen a significant push for
functional BAs with excellent communication
capabilities. This has been an ongoing trend,
as IT touches on all areas of a business. Such
major pieces of work saw requirements for
strong Project and IT change managers
coming through. Furthermore, we saw a
large number of senior roles recruited as
businesses looked to bring intellectual
property and IT knowledge back in-house
after years of outsourcing. This has led to
strategy and enterprise architecture skills
being in high demand.
As companies are increasingly looking at
ways to harness information to help them
make the right decisions and gain
competitive advantage, we are seeing an
increased demand for candidates with
strong data warehousing and business
intelligence skills. With the big data trend,
candidates with strong technical and
analytical skills will continue to be sought
after for targeted projects and campaigns.
We predict demand for technology experts
will continue with candidate demand driven
particularly by the mobile and security
areas of the IT sector. Organisations are
keen to take advantage of cloud technology,
virtualisation and its knock-on effect as well
as to use technology to enable better
customer relationships – moving from
transactional to networked consumers.
Technology continues to move from
occupying a back-office cost-reduction role
to the role of “enabler” within the
organisation. Technologists with business-
focused softer skills will continue to be in
constant demand.
Public sector
Within the public sector, there has been a
number of major business driven projects
enabled by technology developments
which has meant an increased demand for
IT change and business readiness
candidates. Within federal government
there has been a focus on decreasing
contractor numbers in preference for
engaging candidates on fixed term
contracts or permanently. This has
primarily been cost-led and has had a
knock-on effect on rates and candidate
availability. This has been coupled with
slight contract rate reductions, but has not
been offset by higher permanent salaries.
Contractors are still being sought where
they have hard to find or specific skill sets.
High candidate demand exists in DRUPAL,
CRM, SharePoint, Oracle BI developers,
and those with a strong knowledge of
cloud computing.
New Zealand
Demand for talent in the IT and
telecommunications sectors was higher
than other sectors in both 2012 and early
2013. Factors influencing the increase in
both temporary and permanent roles
include the roll out of ultra fast broadband,
increased competition in e-mobile devices
and data, the infrastructure rebuild in
Christchurch, and upgrades and roll outs of
new ERP solutions.
ERP consultants such as Dynamics AX
Specialists have been in high demand. An
increase in Windows-based projects also
created a shortage of experienced client
facing Wintel Engineers. Development
support and business intelligence have
been two other employment hot spots in
2013 with more companies wanting to
acquire SQL DBA professionals. Demand
for Business Analysts within the health
and telco sectors has also been high.
Contract Test Analysts and VMware
(virtual storage) experts for cloud
technology projects are also on the
increase. Rates and salaries rose in all
areas of high demand.
Employers are keen to hire candidates on
fixed term contracts while candidates
prefer either the security of permanent
employment or a higher hourly contract
rate. Indecisiveness has proved costly for
some employers. In demand candidates
receive multiple offers so a lengthy
recruitment processes will see an employer
regularly miss out on the best candidates.
88%OF EMPLOYERS SEE BUSINESS
ACTIVITY IN INFORMATION
TECHNOLOGY AS INCREASING
OVER THE NEXT 12 MONTHS

• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
NOTES:
SYSTEM SUPPORT & ADMINISTRATION Service Desk/Level 1
Desktop Support/
Level 2
Systems
Administration/Level3 UNIX Administration
NSW - Sydney
48 63 85 85
40 - 55 55 - 70 70 - 100 80 - 105
NSW - Regional
48 55 70 85
40 - 55 45 - 60 60 - 80 80 - 100
VIC - Melbourne
48 60 85 95
40 - 55 55 - 70 75 - 100 80 - 110
VIC - Regional
50 55 65 85
45 - 55 50 - 60 55 - 70 75 - 100
QLD - Brisbane, Gold Coast & Sunshine Coast
50 55 80 85
45 - 55 50 - 60 70 - 90 70 - 100
SA - Adelaide
45 55 70 80
40 - 50 50 - 60 60 - 80 70 - 100
WA - Perth
45 60 90 100
40 - 50 50 - 70 70 - 110 75 - 120
ACT - Canberra
45 55 70 100
42.5 - 47.5 45 - 60 60 - 80 90 - 120
TAS - Hobart
50 55 65 75
45 - 50 50 - 55 60 - 70 65 - 90
NT - Darwin
45 60 90 70
40 - 50 50 - 70 70 - 110 60 - 80
NZ - Auckland
45 55 70 85
40 - 50 45 - 55 65 - 75 75 - 95
NZ - Wellington
42 40 65 88
35 - 45 38 - 45 50 - 70 75 - 95
NZ - Christchurch
40 45 55 90
35 - 45 40 - 50 50 - 60 80 - 100
Team Leader Helpdesk Manager Applications Support
NSW - Sydney
75 85 80
60 - 85 70 - 100 60 - 100
NSW - Regional
70 80 75
60 - 80 70 - 90 60 - 90
VIC - Melbourne
80 95 75
75 - 95 80 - 110 60 - 90
VIC - Regional
75 80 70
70 - 80 75 - 95 65 - 80
100 100 75
80 - 120 80 - 120 60 - 90
SA - Adelaide
75 70 60
60 - 90 65 - 90 55 - 65
WA - Perth
78 90 75
70 - 95 70 - 100 55 - 85
ACT - Canberra
75 80 75
65 - 85 70 - 90 60 - 80
TAS - Hobart
70 80 70
60 - 75 70 - 90 65 - 75
NT - Darwin
60 60 50
50 - 80 50 - 80 45 - 65
NZ - Auckland
75 90 70
70 - 85 75 - 110 60 - 80
NZ - Wellington
74 82 75
64 - 83 77 - 110 56 - 95
NZ - Christchurch
65 82 70
57 - 75 70 - 95 60 - 80

NOTES:
NETWORK MANAGEMENT
Network
Administration Network Engineer Network Security Network Designer
NSW - Sydney
83 98 100 90
75 - 90 85 - 110 80 - 120 80 - 110
NSW - Regional
70 85 95 100
60 - 80 70 - 100 75 - 115 80 - 120
VIC - Melbourne
80 95 110 120
70 - 90 80 - 110 90 - 125 100 - 130
VIC - Regional
70 75 80 85
60 - 85 65 - 85 70 - 100 75 - 100
80 95 105 105
70 - 90 80 - 110 90 - 120 90 - 120
SA - Adelaide
70 80 110 90
60 - 80 70 - 90 90 - 130 80 - 100
WA - Perth
80 100 110 120
60 - 90 80 - 120 75 - 130 100 - 140
ACT - Canberra
85 100 100 110
70 - 90 80 - 110 100 - 120 110 - 130
TAS - Hobart
75 80 95 100
65 - 80 70 - 90 80 - 100 90 - 110
NT - Darwin
70 80 75 80
60 - 80 70 - 100 60 - 85 70 - 90
NZ - Auckland
80 85 90 110
80 - 110 80 - 110 80 - 100 95 - 125
NZ - Wellington
80 85 90 110
70 - 90 80 - 110 80 - 100 85 - 120
NZ - Christchurch
90 85 85 100
80 - 100 80 - 110 80 - 100 90 - 110
Network Architect Data/Voice Engineer Telco Engineer
NSW - Sydney
140 105 85
120 - 160 90 - 125 75 - 95
NSW - Regional
115 90 80
90 - 140 80 - 100 75 - 95
VIC - Melbourne
135 110 85
120 - 150 90 - 140 75 - 100
VIC - Regional
110 90 80
95 - 125 75 - 110 75 - 100
115 100 85
100 - 130 90 - 140 70 - 100
SA - Adelaide
120 90 80
100 - 140 75 - 110 75 - 100
WA - Perth
140 120 100
121 - 160 80 - 135 75 - 130
ACT - Canberra
130 100 75
130 - 150 95 - 110 65 - 85
TAS - Hobart
100 95 80
90 - 120 80 - 115 75 - 95
NT - Darwin
90 90 70
70 - 100 75 - 100 45 - 65
NZ - Auckland
130 95 95
100 - 140 80 - 120 75 - 115
NZ - Wellington
120 98 85
110 - 140 85 - 115 70 - 100
NZ - Christchurch
125 100 90
110 - 150 80 - 120 80 - 100

NOTES:
SOFTWARE
.Net
Developer
Senior .Net
Developer
Team Leader
- .Net
Java
Developer
Senior
Developer
Team Leader
- Java
NSW - Sydney
68 85 105 68 85 105
55 - 80 75 - 100 95 - 125 55 - 80 75 - 100 95 - 125
NSW - Regional
68 85 110 68 85 110
55 - 80 75 - 100 85 - 130 55 - 80 75 - 100 85 - 130
VIC - Melbourne
65 80 110 65 80 110
50 - 75 70 - 90 100 - 130 50-75 70 - 90 100 - 130
VIC - Regional
60 80 90 60 80 90
50 - 70 70 - 90 80 - 100 50-70 70 - 90 80 - 100
70 100 115 70 100 115
50 - 80 85 - 110 100 - 130 50 - 80 85 - 110 100 - 130
SA - Adelaide
60 80 90 60 80 90
50 - 70 70 - 90 80 - 100 50-70 70 - 90 80 - 100
WA - Perth
80 85 105 80 85 105
60 - 90 70 - 95 90 - 125 60-90 70 - 95 90 - 125
ACT - Canberra
80 90 110 80 90 110
70 - 90 80 - 100 100 - 120 70 - 90 80 - 100 100 - 120
TAS - Hobart
75 90 95 75 90 95
70 - 80 85 - 95 90 - 110 70 - 80 85 - 95 90 - 110
NT - Darwin
70 85 105 70 85 105
60 - 85 75 - 95 90 - 125 60 - 85 75 - 95 90 - 125
NZ - Auckland
60 80 100 60 80 100
55 - 75 75 - 95 95 - 110 55 - 75 75 - 95 95 - 110
NZ - Wellington
60 85 100 60 85 100
50 - 70 70 - 100 90 - 110 50 - 70 70 - 100 90 - 110
NZ - Christchurch
60 75 95 60 75 95
50 - 70 70 - 90 85 - 110 50 - 70 70 - 90 85 - 110
Mobile Apps
Developer Web Designer
C/C++
Developer
Snr C/C++
Developer
Developer
(Other)
Snr Developer
(Other)
NSW - Sydney
80 90 68 85 68 85
70 - 90 80 - 100 55 - 80 75 - 100 55 - 80 75 - 100
NSW - Regional
80 85 68 85 68 85
70 - 90 70 - 100 55 - 80 75 - 100 55 - 80 75 - 100
VIC - Melbourne
80 80 65 80 65 80
70 - 90 70 - 90 50 - 75 70 - 90 50 - 75 70 - 90
VIC - Regional
85 70 60 80 60 80
80 - 90 60 - 80 50 - 70 70 - 90 50 - 70 70 - 90
85 75 70 100 70 100
75 - 95 70 - 85 50 - 80 85 - 110 50 - 80 85 - 110
SA - Adelaide
65 70 60 80 60 80
55 - 80 53 - 80 50 - 70 70 - 90 50 - 70 70 - 90
WA - Perth
70 80 80 85 80 85
60 - 80 70 - 90 60 - 90 70 - 95 60 - 90 70 - 95
ACT - Canberra
90 90 80 90 80 90
80 - 100 80 - 100 70 - 90 80 - 100 70 - 90 80 - 100
TAS - Hobart
80 80 75 90 75 90
70 - 90 70 - 90 70 - 80 85 - 95 70 - 80 85 - 95
NT - Darwin
70 75 70 85 70 85
60 - 80 65 - 85 60 - 85 75 - 95 60 - 85 75 - 95
NZ - Auckland
75 80 60 80 60 80
70 - 85 70 - 75 55 - 75 75 - 95 55 - 75 75 - 95
NZ - Wellington
75 80 60 85 60 85
70 - 90 70 - 75 50 - 70 70 - 100 50 - 70 70 - 100
NZ - Christchurch
75 80 60 75 60 75
70 - 85 70 - 75 50 - 70 70 - 90 50 - 70 70 - 90

NOTES:
DATA Report Writer Data Analyst
Database
Developer
BI/DW
Development Architect DBA
NSW - Sydney
75 90 85 90 108 130
55 - 90 75 - 105 70 - 100 80 - 120 95 - 120 110 - 150
NSW - Regional
70 80 85 85 108 130
65 - 80 70 - 90 70 - 100 75 - 100 95 - 120 120 - 160
VIC - Melbourne
75 90 80 90 115 130
55 - 90 75 - 105 70 - 105 80 - 120 100 - 140 120 - 180
VIC - Regional
55 75 60 90 100 105
45 - 65 65 - 88 50 - 70 85 - 105 90 - 110 90 - 125
70 80 85 105 120 100
60 - 80 65 - 95 70 - 100 90 - 120 110 - 130 80 - 140
SA - Adelaide
60 60 65 85 100 100
55 - 70 55 - 70 55 - 75 70 - 90 90 - 120 85 - 110
WA - Perth
75 90 85 90 115 120
55 - 90 75 - 105 70 - 100 80 - 120 100 - 140 100 - 130
ACT - Canberra
70 80 90 90 130 130
55 - 75 80 - 100 80 - 100 80 - 120 130 - 150 130 - 150
TAS - Hobart
70 75 75 85 100 105
65 - 85 60 - 80 55 - 80 75 - 95 90 - 110 90 - 125
NT - Darwin
55 90 85 90 100 100
45 - 65 75 - 105 70 - 100 80 - 120 90 - 110 85 - 110
NZ - Auckland
65 75 95 110 115 110
55 - 80 65 - 85 75 - 110 90 - 120 95 - 130 90 - 120
NZ - Wellington
65 75 80 110 115 110
55 - 80 65 - 85 75 - 90 85 - 120 95 - 130 85 - 120
NZ - Christchurch
65 75 65 95 115 95
55 - 80 65 - 85 60 - 80 90 - 100 95 - 130 90 - 100
TESTING & QA Test Analyst Senior Test Analyst
Automation
Test Analyst Test/QA Manager
NSW - Sydney
75 85 90 128
60 - 90 75 - 105 75 - 110 115 - 140
NSW - Regional
75 85 85 115
65 - 85 70 - 100 70 - 100 100 - 130
VIC - Melbourne
70 85 90 130
60 - 90 75 - 100 75 - 110 100 - 150
VIC - Regional
80 90 85 105
70 - 90 80 - 100 75 - 95 95 - 120
75 85 100 120
65 - 100 70 - 100 90 - 115 100 - 140
SA - Adelaide
70 80 70 100
60 - 80 75 - 90 60 - 80 80 - 110
WA - Perth
70 85 90 120
65 - 90 70 - 110 80 - 100 100 - 130
ACT - Canberra
80 90 80 90
70 - 90 90 - 110 80 - 100 80 - 100
TAS - Hobart
75 85 75 90
70 - 90 80 - 100 70 - 90 80 - 100
NT - Darwin
70 85 75 95
60 - 80 70 - 110 60 - 90 80 - 110
NZ - Auckland
75 85 95 110
55 - 80 70 - 100 85 - 110 95 - 120
NZ - Wellington
75 85 110 110
70 - 80 70 - 100 90 - 120 95 - 120
NZ - Christchurch
70 85 105 100
60 - 85 70 - 100 95 - 110 90 - 110

NOTES:
PROJECT MANAGEMENT
& BUSINESS ANALYSIS Systems Analyst Business Analyst
Senior
Business Analyst BA Manager
NSW - Sydney
85 85 120 135
75 - 95 75 - 110 100 - 130 120 - 150
NSW - Regional
75 85 100 115
65 - 85 75 - 100 80 - 120 100 - 130
VIC - Melbourne
90 90 110 130
75 - 110 80 - 100 100 - 125 120 - 145
VIC - Regional
75 75 100 115
65 - 85 70 - 85 85 - 120 100 - 125
85 85 100 105
70 - 100 70 - 100 80 - 110 90 - 120
SA - Adelaide
80 85 110 125
65 - 100 70 - 95 85 - 125 110 - 135
WA - Perth
90 85 115 125
70 - 105 70 - 100 90 - 130 110 - 150
ACT - Canberra
85 90 120 90
75 - 100 90 - 110 120 - 140 90 - 110
TAS - Hobart
80 70 80 95
75 - 85 65 - 80 75 - 95 90 - 100
NT - Darwin
90 85 115 125
70 - 105 70 - 100 90 - 130 110 - 150
NZ - Auckland
85 85 100 110
70 - 95 75 - 90 90 - 110 90 - 130
NZ - Wellington
85 80 90 100
70 - 95 70 - 90 80 - 110 90 - 110
NZ - Christchurch
85 70 80 100
70 - 95 62 - 85 75 - 100 85 - 130
Project
Co-ordinator Project Manager
Senior
Project Manager Project Director PMO Manager
NSW - Sydney
70 125 145 175 180
60 - 80 100 - 150 130 - 160 150 - 200 160 - 200
NSW - Regional
70 120 140 160 170
60 - 80 100 - 140 130 - 150 140 - 180 140 - 200
VIC - Melbourne
80 120 130 170 125
65 - 90 90 - 150 120 - 160 150 - 200 100 - 150
VIC - Regional
75 100 140 160 160
70 - 85 90 - 130 120 - 160 140 - 180 140 - 180
75 100 120 170 220
60 - 90 80 - 120 90 - 140 150 - 200 180 - 250
SA - Adelaide
75 100 130 150 145
60 - 85 85 - 120 120 - 150 130 - 200 120 - 180
WA - Perth
80 125 140 175 190
70 - 90 100 - 150 120 - 160 150 - 210 180 - 200
ACT - Canberra
70 110 120 160 120
60 - 80 90 - 140 120 - 140 160 - 180 110 - 130
TAS - Hobart
70 90 110 130 150
65 - 80 80 - 110 100 - 120 120 - 150 130 - 180
NT - Darwin
80 110 140 160 155
70 - 90 90 - 140 120 - 160 120 - 180 120 - 180
NZ - Auckland
70 100 120 140 145
60 - 80 90 - 120 110 - 140 130 - 165 135 - 170
NZ - Wellington
65 100 130 150 130
58 - 70 90 - 120 110 - 150 130 - 180 118 - 148
NZ - Christchurch
65 95 130 130 130
58 - 70 90 - 120 110 - 150 120 - 155 125 - 140

NOTES:
MANAGEMENT
Infrastructure
Manager
Service
Delivery Manager IT Manager Change Manager
NSW - Sydney
130 150 165 135
120 - 165 110 - 180 140 - 180 110 - 160
NSW - Regional
120 120 130 115
100 - 140 100 - 140 100 - 160 100 - 150
VIC - Melbourne
120 120 130 125
100 - 150 100 - 160 90 - 170 100 - 155
VIC - Regional
110 110 90 110
100 - 130 100 - 130 80 - 120 100 - 130
125 115 120 125
100 - 160 100 - 130 100 - 150 90 - 150
SA - Adelaide
130 100 125 120
100 - 160 80 - 120 85 - 165 85 - 150
WA - Perth
130 130 140 125
120 - 140 90 - 160 110 - 160 100 - 150
ACT - Canberra
110 120 130 105
100 - 120 95 - 160 120 - 150 80 - 120
TAS - Hobart
110 95 110 105
100 - 120 90 - 110 100 - 150 80 - 125
NT - Darwin
130 120 125 105
120 - 140 90 - 140 85 - 165 80 - 120
NZ - Auckland
120 90 130 105
100 - 125 85 - 120 120 - 150 90 - 115
NZ - Wellington
127 100 120 98
90 - 150 88 - 130 110 - 140 92 - 110
NZ - Christchurch
115 90 110 100
100 - 130 80 - 110 100 - 120 90 - 115
Development Manager CIO CTO
NSW - Sydney
150 265 265
125 - 180 210 - 350 210 - 350
NSW - Regional
130 200 200
110 - 150 160 - 240 160 - 240
VIC - Melbourne
140 250 250
110 - 180 180 - 350 180 - 350
VIC - Regional
120 200 200
100 - 140 180 - 220 180 - 220
140 200 200
120 - 160 120 - 250 120 - 250
SA - Adelaide
130 200 200
100 - 220 140 - 260 140 - 260
WA - Perth
130 240 240
100 - 140 220 - 250 220 - 250
ACT - Canberra
130 150 150
120 - 140 150 - 170 150 - 170
TAS - Hobart
105 150 150
100 - 120 140 - 200 140 - 200
NT - Darwin
105 150 150
95 - 130 140 - 200 140 - 200
NZ - Auckland
130 170 170
110 - 150 140 - 240 140 - 240
NZ - Wellington
130 180 180
85 - 155 145 - 215 145 - 215
NZ - Christchurch
100 150 150
80 - 120 120 - 170 120 - 170

NOTES:
MISCELLANEOUS IT Trainer Technical Writer Web/ UI Designer
NSW - Sydney
90 80 90
65 - 110 65 - 95 75 - 105
NSW - Regional
85 85 80
60 - 110 70 - 100 75 - 90
VIC - Melbourne
85 85 80
70 - 110 70 - 110 60 - 100
VIC - Regional
75 85 85
65 - 85 75 - 95 75 - 95
90 85 80
65 - 120 65 - 100 65 - 95
SA - Adelaide
75 67 65
55 - 100 55 - 90 55 - 80
WA - Perth
85 90 95
65 - 105 80 - 100 80 - 110
ACT - Canberra
80 80 80
80 - 100 80 - 100 80 - 100
TAS - Hobart
70 75 80
65 - 95 70 - 90 75 - 85
NT - Darwin
75 85 80
65 - 95 70 - 100 70 - 95
NZ - Auckland
75 80 80
60 - 90 75 - 95 70 - 90
NZ - Wellington
72 88 80
66 - 78 78 - 91 70 - 90
NZ - Christchurch
70 80 80
65 - 80 75 - 95 70 - 90

KEY TREND
FOR EMPLOYERS, ONLINE
& DIGITAL SKILLS ARE
DOMINATING DEMAND
WHEN HIRING MARKETING
PROFESSIONALS
AUSTRALIA
The sales and marketing recruitment space
has been generally buoyant over the past
year. In terms of remuneration we have
certainly witnessed a market willing to
reward experts.
Companies continue to look for a competitive
advantage and that means securing the
strongest sales talent in the market - sales
professionals who can build strong
relationships as well as those that come with
strong relationships already in place.
In the latter part of 2012 and into the first
quarter of 2013 we saw growth in the IT & T
sales space with hiring demand coming
from both services and software
companies. Employers have been looking
for experienced solution sales professionals
who can build strong business cases and
prove return on investment to clients.
The FMCG space has seen a lot of
movement across the country, with some
major companies recruiting to help them
adapt to an ever-changing marketplace.
Within the industrial space, some locations
have fared better than others, with
buoyancy in the resources & mining and
the energy sectors offsetting slower
growth in the construction and property
sector, particularly in Australia’s eastern
states. Employers across both the FMCG
and industrial markets have also been
looking to hire proven sales performers.
A major trend across all areas within sales
has been a drop in demand for account
management professionals as the focus
has shifted more strongly on the hunter
type of roles.
On the management side there has been
an increase in the number of international
businesses trying to break into the
Australian market as it is regarded as
stable and offering growth potential. This
has created hiring demand for roles
categorised as ”Sales Manager” but which
are in reality more typically National
Business Development Management
positions where the successful candidates
are expected to grow the business and
then create opportunities for employing
additional staff.
Candidates at the senior end of the market
have sensed more insecurity, which in turn
has led to a lack of turnover as people
stay where they are.
Within marketing and PR the job shedding
in media and a reduction in traditional
journalist type roles has seen an increase
in these people looking for opportunities
in public relations and communications.
Experienced marketing candidates who
can prove previous ROI are in demand
particularly for mid management roles
where the candidate can prove experience
in a similar industry.
The major trend within marketing has
again been in the online space. All states
report that skills with online and digital
marketing are in high demand. This
demand extends right through the online
process, from Campaign Designers, to
search engine optimisation to front end
design and implementation.
Moving forward, we predict a continued
shift to candidates with online skills and
experience especially for roles across social
media channels, and for candidates who
can engage in real time with the customer.
This has been a very active year in the
public sector with the supply of quality
candidates expected to remain steady.
Social media will continue to grow through
the year with most sales and marketing
roles now incorporating some form of
social media. Media Advisors and
Communications Managers are still in high
demand with good candidates not staying
on the market for long. We are finding
that both candidates and clients are being
more particular about the roles with some
candidates holding out for higher salaries
and budget constraints in government
creating more thorough hiring processes.
NEW ZEALAND
Employers supplying products and services
to the building/construction market are
driving demand for sales professionals.
Those with experience in new business
development are in particular demand as
organisations seek to capitalise on the
opportunities brought about by the
Christchurch rebuild and the improvement
in the Auckland residential market.
As a result, salaries have increased in
Christchurch due to a lack of available
talent, yet have remained constant across
both Auckland and Wellington where the
candidate pool is larger.
Within marketing departments there has
been an increasing demand for digital and
insights professionals on the client side, as
well as an increased interest in social
media experts with experience developing
a brand and products using new media.
The need for digital and social media
specialists will continue to grow as
businesses begin to understand the value
they can contribute to their brand and the
bottom line.
Demand for sales and marketing
professionals is expected to increase with
hiring sentiment underpinned by the
Christchurch rebuild, with the emphasis
being on customer acquisition.
Professionals with mature skills in this area
are regarded as having transferable skills
and thus are able to attract multiple offers
from employers across different industries
leading to increased salary demands.
SALARYINFORMATION:SALES&MARKETING
SALES & MARKETING

NOTES:
• For sales roles, salary excludes car and commission
SALES & MARKETING
SALES Inside Sales Rep
Sales
Executive/Rep Channel Manager
Category
Manager
Business
Manager
NSW - Sydney
60 70 100 100 150
50 - 65 60 - 90 80 - 120 80 - 120 120 - 180
VIC - Melbourne
55 60 90 95 140
45 - 65 50 - 70 80 - 100 75 - 110 110 - 165
QLD - Brisbane
55 60 70 80 110
45 - 60 50 - 65 65 - 85 70 - 90 80 - 115
SA - Adelaide
45 50 70 85 110
40 - 55 55 - 65 55 - 80 70 - 95 85 - 125
WA - Perth
50 60 85 95 110
40 - 60 50 - 80 80 - 100 88-115 90 - 130
ACT - Canberra
50 65 75 95 100
45 - 55 55 - 75 60 - 80 80 - 110 80 - 120
NZ - Auckland
55 70 90 90 110
45 - 60 55 - 85 70 - 110 80 - 120 90 - 120
Account Manager
Senior
Account Manager
Key
Account Manager
National
Account Manager
NSW - Sydney
70 100 100 120
60 - 90 80 - 110 80 - 120 100 - 140
VIC - Melbourne
70 90 100 115
60 - 80 80 - 100 90 - 110 100 - 130
QLD - Brisbane
70 80 85 100
55 - 80 70 - 95 75 - 95 90 - 120
SA - Adelaide
60 65 70 90
55 - 70 60 - 80 60 - 80 70 - 105
WA - Perth
75 90 90 100
70 - 100 80 - 120 80 - 110 90 - 120
ACT - Canberra
60 85 80 100
50 - 75 70 - 90 70 - 90 85 - 120
NZ - Auckland
75 90 95 100
65 - 85 70 - 110 80 - 130 80 - 130
Business
Development
Manager
Territory
Manager
State/Regional
Manager
National
Sales Manager
Director
of Sales
NSW - Sydney
150 80 120 160 210
100 - 180 60 - 90 90 - 150 120 - 200 150 - 250
VIC - Melbourne
85 65 100 140 210
70 - 100 50 - 70 80 - 120 120 - 160 170 - 250
QLD - Brisbane
75 60 100 120 150
60 - 85 50 - 70 80 - 120 110 - 150 120 - 170
SA - Adelaide
65 70 85 100 120
60 - 70 60 - 80 75 - 110 80 - 130 90 - 140
WA - Perth
85 75 120 120 160
65 - 100 60 - 100 85 - 140 110 - 170 150 - 200
ACT - Canberra
90 70 100 120 120
80 - 100 65 - 85 90 - 120 90 - 140 110 - 130
NZ - Auckland
85 65 105 125 150
75 - 95 55 - 75 80 - 130 90 - 150 130 - 200

• For sales roles, salary excludes car and commission
NOTES:
SALES & MARKETING
MARKETING
Marketing
Assistant
Marketing
Coordinator
Marketing
Executive
Marketing
Manager
Senior
Marketing
Manager
Marketing
Director
NSW - Sydney
60 65 80 110 150 200
55 - 65 65 - 70 70 - 95 95 - 130 140 - 175 175 - 220
VIC - Melbourne
50 60 70 100 130 180
45 - 55 55 - 65 65 - 75 90 - 120 120 - 150 150 - 200
QLD - Brisbane
45 55 75 95 110 140
35 - 55 45 - 65 65 - 80 80 - 110 100 - 120 120 - 150
SA - Adelaide
50 60 65 80 100 125
45 - 55 50 - 65 55 - 75 75 - 100 90 - 120 100 - 140
WA - Perth
45 55 65 90 130 140
40 - 55 45 - 65 55 - 80 75 - 120 120 - 180 130 - 190
ACT - Canberra
50 65 70 95 120 170
45 - 65 60 - 70 65 - 75 110 100 - 140 150 - 200
NZ - Auckland
50 55 65 90 120 170
40 - 60 45 - 60 55 - 75 80 - 120 100 - 140 150 - 200
Event
Coordinator
Event
Manager
Brand
Manager
Campaign
Manager
Product
Manager
NSW - Sydney
65 90 100 100 100
55 - 70 70 - 100 85 - 110 85 - 110 85 - 110
VIC - Melbourne
65 100 100 100 120
55 - 70 90 - 120 90 - 120 90 - 120 100 - 140
QLD - Brisbane
50 70 90 90 90
40 - 55 60 - 75 80 - 110 80 - 110 80 - 110
SA - Adelaide
60 85 75 70 85
55 - 75 75 - 90 70 - 90 65 - 80 75 - 100
WA - Perth
60 85 90 85 85
50 - 70 80 - 110 80 - 120 70 - 110 70 - 110
ACT - Canberra
65 90 90 95 90
60 - 70 80 - 100 85 - 95 90 - 100 80 - 100
NZ - Auckland
60 75 90 80 90
50 - 75 55 - 80 80 - 110 70 - 100 80 - 110
Research Exec/
Marketing
Analyst
Direct
Marketing
Manager
Direct
Marketing
Executive
Advertising
Manager
Advertising
Executive
NSW - Sydney
90 85 110 110 80
70 - 100 70 - 100 95 - 130 90 - 120 75 - 90
VIC - Melbourne
85 75 100 90 70
75 - 95 70 - 85 90 - 120 80 - 110 65 - 75
QLD - Brisbane
75 70 90 90 70
70 - 90 60 - 80 80 - 100 80 - 100 60 - 80
SA - Adelaide
65 65 85 80 60
55 - 70 55 - 75 75 - 90 75 - 90 55 - 75
WA - Perth
70 70 85 90 70
65 - 90 60 - 80 80 - 120 80 - 120 60 - 80
ACT - Canberra
70 90 70 90 65
60 - 80 80 - 110 65 - 75 70 - 90 60 - 70
NZ - Auckland
65 80 90 100 60
55 - 75 70 - 90 80 - 110 80 - 120 55 - 75

NOTES:
SALES & MARKETING
DIGITAL
Website
Manager
Online
Marketing
Manager
UX/UI
Designer
User Experience
Manager Digital Producer
NSW - Sydney
100 100 110 110 80
90 - 120 90 - 120 100 - 120 100 - 120 70 - 90
VIC - Melbourne
100 100 120 90 120
90 - 120 90 - 120 100 - 140 80 - 110 100 - 140
QLD - Brisbane
90 90 65 70 80
80 - 100 80 - 100 60 - 75 60 - 80 70 - 90
SA - Adelaide
75 90 65 70 65
60 - 80 75 - 100 55 - 75 60 - 75 60 - 80
WA - Perth
90 85 60 80 65
80 - 125 75 - 115 50 - 70 75 - 110 60 - 80
ACT - Canberra
90 85 70 80 80
90 - 100 80 - 100 60 - 70 70 - 100 70 - 90
NZ - Auckland
75 110 85 95 90
65 - 85 100 - 120 80 - 110 80 - 120 70 - 110
Graphic Designer Content Writer Content Editor Web Publisher
NSW - Sydney
90 70 70 75
65 - 110 60 - 80 60 - 80 65 - 80
VIC - Melbourne
85 70 72 75
70 - 90 60 - 85 60 - 80 65 - 85
QLD - Brisbane
65 70 70 70
60 - 75 60 - 80 60 - 80 60 - 80
SA - Adelaide
55 60 65 65
50 - 70 55 - 70 60 - 80 60 - 80
WA - Perth
55 65 90 85
45 - 65 60 - 75 80 - 115 70 - 100
ACT - Canberra
65 70 60 70
60 - 70 60 - 70 55 - 65 60 - 80
NZ - Auckland
60
N/A N/A N/A
40 - 90
MARKETING
Marketing
Communications
Executive
Marketing
Communications
Manager
Sponsorship/
Fundraising
Manager
NSW - Sydney
85 110 100
70 - 95 95 - 130 90 - 110
VIC - Melbourne
75 100 100
70 - 85 90 - 120 90 - 120
QLD - Brisbane
75 100 90
65 - 85 90 - 110 70 - 100
SA - Adelaide
70 85 80
60 - 80 80 - 120 65 - 85
WA - Perth
70 80 90
65 - 80 75 - 110 75 - 100
ACT - Canberra
100 120 85
90 - 110 110 - 130 80 - 90
NZ - Auckland
70 90 80
60 - 80 80 - 120 70 - 90

NOTES:
SALES & MARKETING
PR & COMMUNICATIONS
PR
Coordinator PR Executive PR Manager PR Director
NSW - Sydney
65 80 100 150
55 - 75 75 - 90 85 - 120 130 - 160
VIC - Melbourne
65 75 100 140
60 - 70 70 - 80 80 - 120 130 - 160
QLD - Brisbane
50 70 90 120
40 - 60 60 - 80 80 - 100 100 - 130
SA - Adelaide
55 75 90 125
45 - 60 60 - 85 85 - 120 80 - 130
WA - Perth
65 70 90 130
60 - 70 60 - 80 70 - 120 130 - 170
ACT - Canberra
55 85 100 110
50 - 60 80 - 90 90 - 110 100 - 120
NZ - Auckland
60 70 90 120
50 - 70 60 - 80 70 - 110 100 - 160
Media Relations
Manager
Corporate Relations
Manager
Corporate Relations
Executive
NSW - Sydney
110 120 80
100 - 130 100 - 150 70 - 90
VIC - Melbourne
100 100 75
90 - 120 90 - 120 70 - 85
QLD - Brisbane
90 90 75
80 - 100 80 - 100 70 - 80
SA - Adelaide
95 95 75
80 - 110 80 - 110 60 - 80
WA - Perth
90 100 70
70 - 120 80 - 120 60 - 80
ACT - Canberra
120 140 85
110 - 130 120 - 150 80 - 90
NZ - Auckland
80 120 75
70 - 110 100 - 140 70 - 90

HAYS
JOURNALA BI-ANNUAL PUBLICATION FROM HAYS,
PROVIDING GLOBAL INSIGHT FOR EXPERTS
IN HR AND RECRUITMENT
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All rights are reserved. iPad is a trademark of Apple Inc., registered in the U.S. and other countries. App Store is a service mark of Apple Inc.
LOOKING FOR TOMORROW’S
WORKFORCE?
The skills that jobseekers offer today don’t always match those needed by
employers tomorrow. If business and education can’t adapt, what does the future
hold? The Hays Journal analyses the complexities of the modern workplace and
asks the tough questions facing those who employ and manage people.

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Australia
New South Wales
Sydney
Chifley Tower T: 02 8226 9600
O'Connell Street T: 02 9249 2200
Spring Street T: 02 9221 5852
City South T: 02 9280 3577
North Sydney T: 02 9957 5733
Chatswood T: 02 9411 8122
Parramatta T: 02 9635 1133
Liverpool T: 02 9601 8822
Burwood T: 02 9744 3344
Hurstville T: 02 9580 8333
Newcastle T: 02 4925 3663
Wollongong T: 02 4222 0100
Victoria
Melbourne
360 Collins St T: 03 9604 9604
410 Collins St T: 03 8638 8400
St Kilda Rd T: 03 9804 5313
Mulgrave T: 03 8562 4250
Moonee Ponds T: 03 9326 2149
Camberwell T: 03 9946 3500
Geelong T: 03 5226 8000
Queensland
Brisbane
Brisbane T: 07 3243 3000
Mt. Gravatt T: 07 3349 6563
Chermside T: 07 3259 4900
Gold Coast T: 07 5571 0751
Maroochydore T: 07 5412 1100
Ipswich T: 07 3817 1900
Mackay T: 07 4960 1100
Townsville T: 07 4771 5100
ACT
Canberra T: 02 6257 6344
Western Australia
Perth T: 08 9254 4595
South Australia
Adelaide T: 08 8231 0820
Tasmania
Hobart T: 03 6234 9554
Launceston T: 03 6333 9400
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Darwin T: 08 8943 6000
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