The 2011 Hays Salary Guide: Sharing Our Expertise

THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE
Salaries and recruiting trends across Australia and New Zealand.
hays.com.au hays.net.nz
HAYS AUSTRALIA & NEW ZEALAND
15,000 11,000 820

CONSULTANTS
PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
38 35
Thank you
LOCATIONS
YEARS OF EXPERIENCE
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, The 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.
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
2011 Hays Salary Guide | 3
SECTION ONE
MARKET OVERVIEW & TRENDS A RETURN TO POSITIVE GROWTH
4 | 2011 Hays Salary Guide
Improved market conditions and the subsequent rise in recruitment activity have been the catalysts for the movement of candidates back into a position of power across Australia and New Zealands job markets. Skills shortages are now emerging in all of the sectors surveyed. According to our survey data, they are most prominent in accountancy & nance, operations, sales & marketing and engineering disciplines. But while candidates have more negotiating power, we are yet to see widespread salary increases. Our survey data shows that 37 per cent of employers increased salaries by less than 3 per cent and 43 per cent by between 3 and 6 per cent. Looking forward, employers are predicting similar conservative increases (43 per cent and 44 per cent respectively). This is lower than candidate expectations which have risen in response to rising job numbers and demand for particular skills. Thus the gap between candidate expectations and actual offers is widening in some areas signicantly.
THE INSIGHTS THAT YOU NEED TO SUCCEED
The second mining boom and a two-speed economy in Australia, tighter credit conditions and higher terms of trade, in addition to the short-term impact of natural disasters in both Australia and New Zealand, have not stopped 74 per cent of organisations indicating they expect business activity to increase over the next 12 months. Certainly the increased number of jobs registered with us supports this trend, and employers now need to find a way to bridge the skills gap while candidates gain confidence and increase their salary expectations. Hiring intentions continue to rise with 45 per cent of organisations intending to increase their permanent staff levels and at the same time 31 per cent of employers have experienced an increase in staff turnover. So a competitive talent race will emerge. In such cases, salary is just one element in a comprehensive range of strategies that employers should consider for recruiting success. Nigel Heap, Managing Director of Hays Asia Pacific
SALARY POLICY
1. On average in your last review, by what percentage did you increase salaries?
MARKET OVERVIEW & TRENDS
2% 7% 11%
Across all industries
43%
37%
Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%
1% 6% 12% 9% 12% 5% 21%
For specific industries
40%
33% 61%
Advertising & Media Construction, Property & Engineering
3% 8% 8% 9%
3%
35%
27%
46%
61%
Financial Services
Hospitality, Travel & Entertainment
SALARY POLICY
1. On average in your last review, by what percentage did you increase salaries?
continued...
3% 9% 16%
3% 1% 9%
43% 38% 34% 44%
IT & Telecommunications
Manufacturing
9%
4%
13%
4% 5% 10% 32% 26%
48%
49%
Mining & Resources
Professional Services
2% 6% 6%
2% 13%
43% 37% 49% 42%
Public Sector
Retail
2% 15% 33% 4%
2% 7%
39% 48% 50%
Transport & Distribution
Other
SALARY POLICY
2. When you next review, by what percentage do you intend to increase salaries?
1% 5% 7%
44%
43%
3% 6% 9% 30%
2% 1% 14%
36%
52%
47%
Advertising & Media
Construction, Property & Engineering
1% 5% 8%
3% 15% 33%
45%
41% 49%
Financial Services
SALARY POLICY
2. When you next review, by what percentage do you intend to increase salaries? continued... For specific industries
3% 7% 8%
2% 5%

10%
37% 45%
48%
45%
Manufacturing
1% 3% 12% 22%
1% 5%
41% 41% 64%

Mining & Resources Professional Services
3% 4%
2% 4% 8%
43% 40% 50% 46%
Public Sector
Retail
3% 4% 6%
46% 50%
43% 48%
Other
SALARY POLICY
3. Does your company offer flexible salary packaging?
81%
19% Yes
0%
20%
40%
60%
80%
100%
No
Of those who answered yes, the following benefits were indicated as being commonly offered to... Car Bonuses Private Health Insurance Parking Salary Sacrifice Above Mandatory Superannuation Private Expenses Other
All Employees 11% 29% 31% 36% 53% 33% 12% 35%
More than 50% Less than 50% 10% 17% 6% 13% 7% 7% 7% 9% 23% 20% 8% 17% 13% 12% 16% 9%
Few Employees 56% 34% 55% 34% 27% 48% 65% 47%
RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department...
Across all departments
38%
17%
45%
Increased Decreased
0%
20%
40%
60%
80%
100%
Remained the same
27%
For specific departments
25%
54% 19% 75%
Accountancy & Finance
Distribution
32% 41% 50% 45%
18%
14%
Human Resources
Engineering
31% 39% 42% 46%
19%
Information Technology 12 | 2011 Hays Salary Guide Marketing
23%
RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department... continued...
41%
44% 50% 50%
Increased Decreased Remained the same

15%
Operations
Purchasing
48%
44%
39%
41%
8%
Sales 5. Over the coming year, do you expect permanent staff levels to...
20%
Other
45% 7%
48%
Increase Decrease
0%
20%
40%
60%
80%
100%
Remain the same
29%
50% 64% 7%
50%
Distribution 2011 Hays Salary Guide | 13
RECRUITMENT TRENDS
5. Over the coming year, do you expect permanent staff levels to... continued...
25%
47%
48%
Increase Decrease Remain the same
7% 68% 5%
Engineering Human Resources
29%
23%
59% 12%
54% 23%
Information Technology
Marketing
39% 53% 50% 50%
8%
Operations Purchasing
48% 52%
41% 52%
7%
Sales Other
RECRUITMENT TRENDS
6. If you expect staffing levels to increase, please specify how:
Full time/Permanent Staff Employment of Part-time Staff Temporary/Contractors

(through an employment consultancy)
Employment of Casual Staff

(on your payroll)
Job Sharing Mixture, Other

(inc. overseas recruitment, acquisitions)
0%
20%
40%
60%
80%
100%
% of respondents answered yes

Note: Multiple choices permitted.
7. How often do you employ temporary/ contract staff?
15%
46%
39%
0%
20%
40%
60%
80%
100%
Regular ongoing basis Special projects/ Workloads Exceptional circumstances/ Never
6% 25%
48% 46% 75%
Distribution 2011 Hays Salary Guide | 15
RECRUITMENT TRENDS
7. How often do you employ temporary/ contract staff? continued...
18%
15% 35%
Regular ongoing basis Special projects/ Workloads Exceptional circumstances/ Never
50% 32% 50%
Engineering
Human Resources
22%
15% 27%
23%
51%
Information Technology
62%
Marketing
17% 38%
45% 100%
Operations Purchasing
20% 37% 48%
24%
32% 39%
Sales Other
RECRUITMENT TRENDS
8. In the next 12 months, do you expect your use of temporary/contract staff to...
15% 10%
75%
Increase Decrease
0%
20%
40%
60%
80%
100%
Remain the same
9% 7%
84%
100%
Distribution
18%
16% 8% 11%
71%
76%
Engineering
Human Resources
37% 41% 46%
31%
22%
Information Technology Marketing
23%
RECRUITMENT TRENDS
8. In the next 12 months, do you expect your use of temporary/contract staff to...
continued...
11% 14%

Operations
75% 100%
Purchasing
24%
18%
11% 64% 12% 71%
Sales 9. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?
Other
58%
42% Yes
0%
20%
40%
60%
80%
100%
No
10. For which areas have you recently found it difficult to recruit? Accountancy & Finance Distribution Engineering Human Resources IT Operations Purchasing Sales & Marketing Technical Other 18 | 2011 Hays Salary Guide
Junior to Mid Management 15% 2% 9% 2% 8% 11% 1% 11% 9% 8%
Senior Management 8% 1% 7% 1% 4% 6% 1% 6% 6% 3%
RECRUITMENT TRENDS
11. Does your workplace allow for flexible work practices?*
83%
17% Yes
0%
20%
40%
60%
80%
100%
No
12. If yes, which practices do you currently offer:
Part-time employment Flexible working hours/ Compressed working weeks Flex-place Job sharing Flexible leave options
(such as purchased leave) (such as working from home or alternative)
Career breaks Phased retirement
0%
20%
40%
60%
80%
100%
% of respondents answered yes

Note: Multiple choices permitted.
*New information and therefore not comparable to previous editions. 2011 Hays Salary Guide | 19
HUMAN RESOURCES TRENDS

13. Has overtime/extra hours in your organisation over the last 12 months...
27%
66%
7%
If increased, by how much? Per Week None 5 Hours or Less 5 - 10 Hours More than 10 Hours 16% 45% 29% 10% Month End 29% 22% 28% 21% Year End 37% 10% 18% 35%
14. For non-award staff in your organisation, is overtime/extra hours worked...
24%
76%
Paid Unpaid

15. Is it your policy to counter-offer staff when they resign?
1%
39%
60%
Yes Sometimes No
Of those you counter-offered, on average, did they....
2%
21% 43%
34%
Stay less than 3 months Stay 3 12 months Stay longer than 12 months Leave anyway
16. Over the last 12 months has your staff turnover rate*:
31%
53%
16%

17. Which factors do you think have the most impact on your organisations employment brand in the market?* Career path/training and development available The company's nancial health and stability The companys products or services An individual's t with the companys vision, culture and values Direct/Indirect experience of the company
Not Important Minor Importance Important Very Important Extremely Important
Salary & Benets
Work/life balance
0%
20%
40%
60%
80%
100%
18. How well do you think your organisation rates in terms of perception on the following factors?*
Career path/training and development available The companys vision, culture and values
Poor Okay Good Very Good Excellent
Direct/Indirect experience of the company
Salary & Benets
Work/life balance
0%
20%
40%
60%
80%
100%
*New information and therefore not comparable to previous editions. 22 | 2011 Hays Salary Guide
ECONOMIC OUTLOOK
19. In the past 12 months, has business activity:
24%
13%
63%
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation?*
21%
5%
74%
ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued... For specific industries
14% 28% 7% 50% 79% 22%

Advertising & Media
Construction, Property & Engineering
24% 35%
10% 66% 7%
58%
Financial Services
20%
25%
12% 68% 57% 18%
Manufacturing
17% 31% 8% 60% 75% 9%
Mining & Resources
Professional Services
ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued... For specific industries
20%
19%
7%

Public Sector
52% 29% 73%
Retail
22%
20%
13% 17% 61% 67%
Other
ECONOMIC OUTLOOK
21. What are the key factors driving your business activity?
12% 40% 48%
13%
Signicant impact Some impact No impact
39% 48%
Interest Rates
Currency/Forex Rates
12% 26% 40% 47%
41% 34%
Consumer/ Business Condence
Capex Investment
(by customers)
31%
31%
38%
Projects driven
(by Federal or State Government)
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
40%
50% 10%
Strengthening Static
0%
20%
40%
60%
80%
100%
Weakening
*This data was collected during March 2011. 26 | 2011 Hays Salary Guide
SECTION TWO SALARY INFORMATION
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.
Salaries in 000 NSW - Sydney Finance Director/CFO (Turnover up to $50m) 175 140 - 200
Salary range
Finance Director/CFO Finance Director/CFO (Turnover $50m - $150m) (Turnover > $150m) 220 170 - 240 260 210+
Typical salary
SECTOR OVERVIEW
HUMAN RESOURCES
Candidates with experience in the mining, oil & gas or engineering elds nd themselves in high demand and are negotiating higher salaries.
AUSTRALIA
While we have not seen a significant increase in salaries over the past 12 months, we expect that improving market conditions will enable candidates to negotiate increases in 2011/2012. A number of organisations have already introduced bonus schemes in order to raise overall remuneration, with bonuses calculated on both individual and company performance. In addition, we have seen several instances of employers increasing salaries part way through the recruitment process in recognition that suitable candidates are not available at the original level. Within the public sector a clear disparity in expectations is emerging; organisations seek more skills for the salaries paid, but candidates expect higher salaries than their experience is worth. This is a reflection of the improving market, where both parties feel they should have the upper hand.
Improved market conditions and the subsequent rise in vacancy activity has been the catalyst for candidates moving back into a position of power within Australias human resources sector. This increased confidence means candidates can now be more selective in the roles and organisations they consider. Typically this means they seek employers of choice and closely examine an organisations CSR/EVP. This contrasts with the first half of the fiscal year, when employers were still able to demand more for their money and were prepared to wait, sometimes weeks if not months, to identify and appoint the perfect fit. Back then, they were unwilling to compromise on their requirements or salary packages. But rising demand has exposed a shortage of talent and swung us away from the temporary and Global Financial Crisis-induced employer-led market. Today, generalist HR professionals with a strong IR/ER background are sought, especially by medium to large businesses. Demand for Internal Recruiters has also risen since many companies plan to increase staffing numbers significantly over the next 12 months. But despite demand, we have not seen any significant salary increases for Internal Recruiters and employers are consequently struggling to fill vacancies. A shortage of mid level candidates has also emerged, predominately Recruitment Advisors, HR Advisors and Senior HR Advisors. Demand is such that candidates often receive multiple interviews and employers need to move quickly and be flexible on salary to secure the top talent. The heavy industries continue to drive demand in Western Australia and Queensland. Thus candidates with experience in the mining, oil & gas or engineering fields find themselves in high demand and are negotiating higher salaries. In particular, as mining productivity ramps up in Northern Queensland, the demand for site-based FIFO candidates is very high. We expect the heavy industries to remain a key focus in these states and as businesses specialise further, emphasis will be placed on specialist rather than generalist skills. Global Mobility, Remuneration & Benefits, Culture Change and HSE roles are now more frequently visible in the market. Given the shortage of suitable talent, employers are increasingly turning to overseas and interstate recruitment to fill these roles. Within the public sector, mid-level candidates are sought following restructures and internal promotions over the last two years. Candidates at this level have generally yet to specialise, yet organisations often expect to be able to hire specialists at the $65,000 to $80,000 level. As a result of growing demand, high calibre candidates are now in a position of strength and are receiving multiple offers. Employers have responded by improving their turnaround time, and those with a succinct process are securing the best talent. They are also selling their opportunity and organisation more effectively in interviews. Employers are also investing once more in graduate and entry level recruitment in order to grow and develop candidates into roles. Graduates will receive competitive commencement salaries, with our salary tables confirming that some salaries are higher than previous years. Despite demand, many organisations still prefer to recruit candidates in a fixed-term rather than permanent role. This is because global markets are still recovering, and vacancy activity is high in the project-driven resources and mining industry. In addition, more shortterm roles are on offer in the public sector since permanent salaries are not attracting the level of candidate sought, which lengthens the permanent recruitment process.
NEW ZEALAND
As companies venture out of the recession and into growth mode,vacancy activity has increased within New Zealands human resources sector. The main drivers have been organisational growth, restructures, change management, learning & development needs and OH&S requirements. In particular, those that downsized their human resources team and passed responsibilities onto line managers are now re-hiring HR Managers and HR Consultants/Advisors to take responsibility for growing staff numbers and workplace change. Meanwhile global organisations are growing their in-house recruitment teams in order to fulfil both local and overseas hiring needs generated by rising workloads. Within learning & development/instructional design, delivery and training teams are also growing. In most demand are HR specialists with skills in the implementation and delivery of new learning techniques and strategies as organisations seek to increase the skills of their workforce to grow market share. This demand will continue into 2012 and will put pressure on salaries, particularly within the contract space. Demand has also increased for change management, OH&S and industrial relations candidates. We note some movement in salary bands within the remuneration analyst space in response to rising demand, the movement of candidates and two years of static salaries.
Human Resources
Senior HR Consultant/ Advisor 95 80 - 110 85 70 - 100 85 75 - 100 85 75 - 100 95 80 - 120 80 70 - 95 85 75 - 100 85 75 - 95 HR Consultant/ HR Officer Advisor 80 65 - 95 75 65 - 90 75 60 - 85 70 60 - 90 85 75 - 95 75 65 - 85 70 60 - 90 75 55 - 85 65 55 - 75 65 50 - 70 60 55 - 65 65 60 - 70 65 55 - 70 65 55 - 70 60 55 - 65 65 50 - 75
Salaries in 000 NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin New Zealand
HR Director 220 150 - 375 200 150 - 350 200 150 - 350 200 150 - 250 200 120 - 300 200 120 - 250 150 120 - 210 180 130 - 200
HR Manager 120 85 - 160 110 90 - 160 120 90 - 160 130 100 - 160 130 100 - 170 130 95 - 150 130 100 - 160 130 85 - 150
HR Coordinator/ Administrator 55 45 - 65 52 45 - 65 55 50 - 60 55 45 - 65 55 45 - 65 55 50 - 60 55 45 - 65 50 45 - 55
Head of Learning & Development 200 150 - 250 180 120 - 210 190 120 - 200 190 150 - 200 190 125 - 210 185 120 - 200 150 120 - 210 175 120 - 200
Learning & Development Manager 120 85 - 160 120 90 - 150 120 90 - 140 120 90 - 140 120 90 - 140 110 80 - 130 120 90 - 140 120 80 - 140
Learning & Development Consultant 85 65 - 95 80 55 - 90 75 65 - 90 80 65 - 90 80 55 - 100 80 65 - 85 80 65 - 90 80 65 - 100
Trainer 65 55 - 80 65 55 - 80 65 55 - 80 65 60 - 80 70 60 - 80 70 60 - 70 65 60 - 80 75 60 - 80
Training Coordinator 55 50 - 70 55 40 - 60 55 50 - 60 55 48 - 65 55 50 - 65 55 50 - 60 55 48 - 65 50 45 - 60
Organisational Development Change Manager Manager 140 100 - 180 125 100 - 150 120 100 - 140 115 80 - 140 140 80 - 160 120 90 - 140 115 80 - 140 125 100 - 140 160 120 - 200 140 110 - 200 150 120 - 200 105 80 - 115 130 80 - 170 120 80 - 180 105 80 - 115 120 95 - 150
Head of Remuneration Remuneration & Benefits & Benefits Manager 200 160 - 300 200 150 - 230 190 150 - 220 190 150 - 250 180 130 - 220 185 130 - 220 150 120 - 210 175 150 - 200 140 100 - 160 120 90 - 150 120 90 - 150 120 90 - 140 120 90 - 140 120 105 - 130 120 90 - 140 105 90 - 130
Notes
All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars
Human Resources
Remuneration & Benefits Analyst 70 65 - 90 68 65 - 95 70 60 - 90 75 65 - 90 75 60 - 90 75 60 - 90 75 65 - 90 75 65 - 85 Inhouse Industrial Recruitment Relations Manager Manager 125 95 - 130 115 90 - 130 120 90 - 150 115 90 - 140 150 100 - 250 120 90 - 150 115 90 - 140 110 80 - 125 120 110 - 160 90 65 - 120 100 85 - 140 100 80 - 125 130 100 - 180 85 70 - 120 80 65 - 90 105 80 - 130 Inhouse Recruitment Specialist 95 65 - 100 75 55 - 90 70 60 - 90 90 70 - 100 75 65 - 90 72 65 - 85 75 65 - 85 75 60 - 90
Recruitment Coordinator 55 50 - 65 55 45 - 65 55 50 - 60 60 50 - 70 60 50 - 65 60 50 - 70 55 50 - 65 52 45 - 60
OH&S Director 180 130 - 250 150 110 - 190 150 145 - 250 135 100 - 160 130 105 - 200 120 100 - 150 135 100 - 160 130 95 - 160
OH&S Manager 110 90 - 150 110 80 - 130 110 75 - 150 100 80 - 110 110 90 - 130 90 80 - 100 100 80 - 110 90 65 - 110
OH&S Consultant 85 75 - 120 70 55 - 90 70 55 - 85 70 60 - 85 80 65 - 90 65 55 - 80 70 60 - 85 65 50 - 80
OH&S Coordinator 60 50 - 75 55 45 - 60 55 50 - 60 60 55 - 65 60 50 - 70 60 55 - 70 60 55 - 65 48 42 - 55
Injury/RTW Manager 100 80 - 130 90 75 - 115 85 70 - 110 85 75 - 100 100 80 - 120 82 75 - 90 N/A N/A 85 60 - 90
Injury/RTW Specialist 70 55 - 75 70 60 - 85 70 55 - 80 70 60-85 70 55 - 85 70 65 - 75 70 60 - 85 75 60 - 80
RTW Coordinator 60 50 - 65 55 45 - 65 55 50 - 60 60 55 - 65 60 50 - 70 60 53 - 62 60 55 - 65 48 42 - 55
Notes
All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars
Australia New South Wales

Sydney Chifley Tower O'Connell Street Spring Street City South North Sydney Chatswood Parramatta Liverpool Burwood Hurstville Newcastle Wollongong T: 02 8226 9600 T: 02 9249 2200 T: 02 9221 5852 T: 02 9280 3577 T: 02 9957 5733 T: 02 9411 8122 T: 02 9635 1133 T: 02 9601 8822 T: 02 9744 3344 T: 02 9580 8333 T: 02 4925 3663 T: 02 4222 0100
Our international reach operating in 30 countries

Australia Austria Belgium Brazil Canada China Czech Republic Denmark
Victoria
Melbourne 360 Collins St 410 Collins St St Kilda Rd Mulgrave Moonee Ponds Camberwell Geelong T: 03 9604 9604 T: 03 8638 8400 T: 03 9804 5313 T: 03 8562 4250 T: 03 9326 2149 T: 03 9946 3500 T: 03 5226 8000
France Germany Hong Kong Hungary India
Queensland
Brisbane Brisbane Brisbane City Mt. Gravatt Ipswich Gold Coast Townsville Maroochydore Chermside T: 07 3243 3000 T: 07 3231 2600 T: 07 3349 6563 T: 07 3817 1900 T: 07 5571 0751 T: 07 4771 5100 T: 07 5412 1100 T: 07 3259 4900 T: 02 6257 6344 T: 08 9254 4595 T: 08 8231 0820 T: 03 6234 9554 T: 03 6333 9400
Ireland Italy Japan Luxembourg Mexico Netherlands New Zealand Poland Portugal Russia Singapore Spain Sweden Switzerland United Arab Emirates United States United Kingdom
ACT
Canberra Perth
Western Australia South Australia

Adelaide
Tasmania
Hobart Launceston
Northern Territory
Darwin T: 08 8943 6000 T: 09 377 4774 T: 09 917 8824 T: 09 525 1333 T: 04 471 4490 T: 03 377 6656
New Zealand
Auckland North Auckland South Auckland Wellington Christchurch
HAYS and the H device are protected by trade mark and design laws in many jurisdictions. Copyright Hays plc 2011. The reproduction or transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the written permission of the owner, is prohibited. The commission of any unauthorised act in relation to the work may result in civil or criminal actions. This guide is reproduced in full in PDF format on our websites.
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THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE

Salaries and recruiting trends across Australia and New Zealand.

HAYS AUSTRALIA & NEW ZEALAND

15,000 11,000 820

PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

2011 Hays Salary Guide | 3

MARKET OVERVIEW & TRENDS A RETURN TO POSITIVE GROWTH

4 | 2011 Hays Salary Guide

2011 Hays Salary Guide | 5

THE INSIGHTS THAT YOU NEED TO SUCCEED

MARKET OVERVIEW & TRENDS

Across all industries

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

1% 6% 12% 9% 12% 5% 21%

For specific industries

Hospitality, Travel & Entertainment

2011 Hays Salary Guide | 7

MARKET OVERVIEW & TRENDS

For specific industries

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

43% 38% 34% 44%

4% 5% 10% 32% 26%

Mining & Resources

43% 37% 49% 42%

39% 48% 50%

Transport & Distribution

8 | 2011 Hays Salary Guide

MARKET OVERVIEW & TRENDS

Across all industries

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

Advertising & Media

Construction, Property & Engineering

Hospitality, Travel & Entertainment

2011 Hays Salary Guide | 9

MARKET OVERVIEW & TRENDS

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

41% 41% 64%

43% 40% 50% 46%

Transport & Distribution

10 | 2011 Hays Salary Guide

MARKET OVERVIEW & TRENDS

2011 Hays Salary Guide | 11

MARKET OVERVIEW & TRENDS

Across all departments

Remained the same

54% 19% 75%

Accountancy & Finance

32% 41% 50% 45%

31% 39% 42% 46%

MARKET OVERVIEW & TRENDS

For specific departments

44% 50% 50%

Increased Decreased Remained the same

Across all departments

Remain the same

Accountancy & Finance

Distribution 2011 Hays Salary Guide | 13

MARKET OVERVIEW & TRENDS

Increase Decrease Remain the same

39% 53% 50% 50%

14 | 2011 Hays Salary Guide