Date post: | 16-Dec-2014 |
Category: |
Recruiting & HR |
Upload: | michael-page-australia |
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RICHARD WYNN DAVID KHADIREGIONAL DIRECTOR DIRECTORRETAIL, MARKETING & DIGITAL MARKETING & DIGITAL
PRESENTED BY
AGENDA
▪ PageGroup overview
▪ Areas of specialisation
▪ What did we see in 2013?
▪ Current industry trends
▪ Salary & Employment Forecast 2014
▪ Has the recruitment landscape changed?
▪ Summary
PAGEGROUP OVERVIEWGLOBAL COVERAGE
PAGEGROUP OVERVIEWASIA PACIFIC COVERAGE
AREAS OF SPECIALISATION
WHAT DID WE SEE IN 2013 - GENERAL MARKET?
▪ Overall, similar trends to 2012
▪ Subdued domestic market influenced by mixed global economic conditions:
▪ China continued to slow▪ The US continued to grow at a moderate pace▪ The Euro area largely remains in recession
▪ Slowdown in mining had a negative impact on the economy and signaled caution to other sectors - this appears to have stabilised
▪ Early announcement of the Federal election halted business decisions
▪ The promise of post-election movement is still yet to be fully realised
▪ The collective effect was a relatively flat employment market
WHAT DID WE SEE IN 2013 - DIGITAL?
OFFLINE (old-school)
ONLINE (new-
school)
E-Commerce, Web Analytics, Community
Mobile, Affiliate, Social, Content
UX, CX, SEO, PPC, twitter, Hashtags
Telemarketing, Events, etc
TV, Print, Radio, Tradeshow, Billboards
One of the most complex recruitment
markets
Changing Market
Digital Candidates
Companies
WHAT DID WE SEE IN 2013 - DIGITAL?
WHAT DID WE SEE IN 2013 - DIGITAL?
▪ The “Reversed Swan Market”
▪ Australian market split in half – digital experts and “digital experts–to be”
▪ Growth across specialist and generalist digital fields
▪ Transition across multiple industries with focus on digital
▪ Transition of candidates from agency to client side
INDUSTRY TRENDS
TRANSITION - Digital is very high in demand across multiple industry sectors
EVOLVING – Hiring for the Future
UNCERTAINTY - What do we need? Who? Why? What can we expect? What are the results? What will this cost? Where does it end?
KNOWLEDGE GAP – Big difference between Highly Digitally
Savvy and Not so Digitally Savvy Organisations
GLOBALISATION – How to manage International Candidates
EXPECTATIONS – Candidates apply on twitter, Companies expect a …Web Developer? ... Digital Marketing Manager? …
COMPANY CHALLENGES
INDUSTRY TRENDS
▪ CONFUSING - $70k or $170k role?
▪ Looking for DIGITAL VISION from Senior Management
▪ L&D – Almost always external
▪ Digital generalists vs digital specialists
▪ Over qualified and under qualified
▪ International sourcing of candidates
▪ Candidates move around – Little understanding from hiring managers
▪ EXPECTATIONS – Digital Necessary? Transferrable Skills?
CANDIDATE CHALLENGES
TRENDS BY JOB-TYPES
Candidate registrations
Strong market of good candidates
Varied background to similar level
Both international and local talent
Job registrations
Processes often take a long time – clients not sure what they are looking for – how senior is senior enough?
SENIOR & EXECUTIVE DIGITAL ROLES
45%
TRENDS BY JOB-TYPES
Candidate registrations
Huge supply of Candidates, few strong technical foundation
Split - Hands on vs Agency Management
Split – Technical vs Strategic
Job registrations
What is Digital Marketing? Many titles, even more jobs…
DIGITAL MARKETING
84% 73%
TRENDS BY JOB-TYPES
Candidate registrations
Skills and experience vary Community vs Strategy Huge gap in mid tier
candidates NOT a Junior Role
Job registrations
Movement from Community to Strategy
Integration with other functions such as SEO and Content
Prejudice towards the accounts they have managed
Social and Analytics – drawing from Insights
SOCIAL MEDIA
46% 73%
TRENDS BY JOB-TYPES
Candidate registrations
Candidates rarely apply for jobs
Candidates find Clients not understanding of “jumping around”
Much more diversity on UX-roles and functions
Cherry-pick projects and $-driven
Job registrations
Focus on UX is growing in Australia
Knowledge from Companies is increasing
Existing teams are Growing
UX
26%
TRENDS BY JOB-TYPES
Candidate registrations
SEO – lack of Strong talent Affiliate – Going “back” to
Affiliate Candidates transition from
Agency to Client Hit and Miss with
international candidates Looking for Diversification
Job registrations
More companies are getting more savvy and know what they are looking for
Once senior Digital Exec is in place – the specialists follow suit
Ironically easier to find than the Generalists
Looking for Specialists
DIGITAL SPECIALISTS
8% 26%
SALARY & EMPLOYMENT FORECAST 2014SALARY & REMUNERATION
SALARY & EMPLOYMENT FORECAST 2014RECRUITMENT ACTIVITY
SALARY & EMPLOYMENT FORECAST 2014ATTRACTION & RETENTION
SALARY & EMPLOYMENT FORECAST 2014ATTRACTION & RETENTION
HAS THE RECRUITMENT LANDSCAPE CHANGED?
▪ Access to candidates is now far easier
▪ Job boards provide an un-targeted approach
▪ Aggressive LinkedIn campaigns can have a detrimental effect
▪ Greater sophistication is essential in effective candidate management
MANAGING THE CANDIDATE MARKET
The difference between passive and active candidates is evaporating
Active Passive
SUMMARY
▪ The general employment market proved to be steady throughout 2013
▪ The digital employment market outlook for 2014 continues to grow
▪ Digital recruitment split in two camps
▪ Conflict between candidate and company perception
▪ Companies need to have a strong digital vision