$ALARY

Market Research, Insight & Analysis

S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H

2016

SURV£Y

In t roduct ion

Commentary

Resul ts

Trends

At t rac t ing & Reta in ing Talent

Contac t

CONTENTS

3

4

5

7

8

9

Economics 101 – Supply & Demand

Anyone reading this Salary Survey for the Market Research

Industry will know a simple truth. It is a candidate driven

market. There has always been a limited supply of high

calibre Research Executives/Managers and high demand

for these individuals, and this shows no sign of abating.

So how does this excess demand affect salaries? Gemma

Wood explores later in the survey some of the trends we

have noticed in the preceding year and the team’s predictions for 2016.

As specialist recruiters in such a competitive sector we are asked on a daily basis

for our advice on salaries: what to offer, what to ask for, how it compares to the

market and whether it will attract the right people. With this thirst for information in

mind, we felt it was a good time to formally conduct research and produce our first

annual survey for the sector.

I hope that employers find this guide timely and helpful for finding and retaining

the best talent. I also hope that it enables employees to effectively benchmark

themselves against their peers and to look at their sector and location, allowing

them to have a more informed opinion when making their next career move.

On behalf of the Sue Hill Market Research team, thank you to everyone who took

the time to complete the survey. Your input and support is very much appreciated.

Chris Jones

In t roduct ion by Chr is Jones, Managing Di rec tor

Abou t th is su rvey : The su rvey was emai led to cand ida tes and c l i en ts on the SHR da tabase in Sep tember 2015 and was hos ted on l ine v ia Survey Monkey. A l l sa la r i es a re pe r annum f igu res and rep resen t the annua l bas ic sa la ry be fo re deduc t ion o f tax , na t iona l insurance and pens ion con t r ibu t ion . A l l o the r cash payments a re exc luded. The ave rage sa la ry i s ob ta ined by a r rang ing a l l the sa la r i es pa id fo r any par t i cu la r ro le , o r g roup o f ro les , in o rde r o f magn i tude f rom h igh to low and by se lec t ing the mean va lue . The job ca tegor ies and sec to rs chosen a re based on the co re a reas o f rec ru i tmen t fo r the SHR team and the regu la r reques ts f rom c l i en ts in these sec to rs to benchmark sa la r i es fo r new and ex is t ing ro les . I f you have any comments , c r i t i c i sms o r sugges t ions re la t ing to the su rvey, p lease con tac t us – de ta i l s on page 10

S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5

44

2015 was a busy year for SHR MR with a huge increase in permanent vacancies with new and existing clients.

These came not just from market research agencies, but also from client side organisations and public sector

bodies. We also saw a small increase in temporary vacancies across all sectors. Our clients choose to work with

us for our specialist knowledge, extensive networks, comprehensive databases and bespoke advertising solutions.

In the agency world we have seen an increase in

recruitment at all levels but in particular at Research

Manager/Associate Director level. A number of

established agencies outside of London and from

overseas have set up offices in the capital which has

significantly increased demand for talented researchers

and senior level directors.

Client side companies continued to recruit for their

insight teams, not just to replace staff but to grow their

insight functions and reduce their reliance on agencies

to manage their market research. In particular we have

seen an increase in strategy and analytical roles as

companies try to understand both their consumers

and their data.

There have always been skills shortages across

the entire market research industry and a lack of

candidates with qualitative research, scripting and data

science skills meant there was no let-up in 2015.

With the rampant digitalisation in the industry and

the migration away from traditional methodologies

we have also seen a shortage of candidates with the

necessary technical skills for the new roles emerging.

Over the last year we have seen basic salaries

increase slightly. More importantly, candidates are

looking for companies that are innovative, different

and offer additional benefits. Competition in the market

place means clients need to make decisions on

candidates more quickly and speed up the recruitment

process or miss out on top talent. We have also seen

more flexibility from agencies with agile working and

part time working.

What do the next 12 months have in store for us?

We predict permanent hire growth across both market

research agencies and client side organisations

and an increase in temporary and part time roles in

the industry.

SUE HILL RECRUITMENT Marke t Research Team – Gemma Wood

5

Job t i t le

L O N D O N R E S T O F U K

Marke t Research Agency

S A L A R YMin

24

40

40

29

25

23

19

25

17

25

35

28

23.5

24

22

50

17

33

18

18

26

23

21

21

Average

29

41

47

32

28

27.5

20.5

28

20

29

37

32

28

24

22

61.3

18

38.5

22

22

29

26

26.5

24

Max

34

42

60

35

32

32

23

31

22

31

45

38

32

24

22

71.2

19.5

47

25

25

31

29

31

28

Min

24

40

40

30

30

25

20

27

18

27

45

30

25

30

15

51.5

24.5

30.4

18

20

28

26

25

23

Average

29

45.5

50

35

33

30

23

34

23

30

47

33

29

30

18.5

64

26

36

23.5

25

33

28

30

27

Max

34

50

60

37

36

35

27

40.5

25

40

55

37

33

30

22

80

27.5

47

27

28

35

32.5

35

30

Account Manager

Associate Director

Business Development Director

Business Development Manager

Call Centre Manager

Data Manager

Data Processing Executive

Data Processing Manager

Field Executive

Field Manager

Operations Director

Operations Manager

Project Manager

Research Analyst

Research Assistant

Research Director

Research Executive

Research Manager

Sales Executive

Scripter

Senior Project Manager

Senior Research Executive

Statistician

Survey ProgrammerFigures are in Bri t ish Pound Sterl ing (£) and (K) for thousand per annum

TaughtMasters

PhDResearch based Masters

GCSEDegreeA- leve ls

2.38%7.69%

47.6%53.8%

2.38% 2.55%

14.2%

5.13% 4.76% 1.28%

28.5% 29.4%

L E V E L O F Q U A L I F I C A T I O N

Sector C l ien t s ide/ In-house Marke t Research Agency

S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5

6

In-House

6

Job t i t le

L O N D O N R E S T O F U KS A L A R YMin

24

40

35

25

25

23

18.5

25

16

23

30

27

27

25

17

45

20

32

18

18

26

24

22

21

Average

30

43

45

30

28

28

20

28

19

26

37

32

30

27

18

50

23

35.5

22

22

29

26

27

24

Max

34

48

55

35

32

33

23

32

22

29

45

37

32

28

20

55

25

38

27

25

32

29

32

28

Min

25

45

40

25

30

25

20

28

18

25

35

30

28

25

17

50

20

35

18

20

28

26

25

23

Average

30

48

50

30

30

30

23

34

23

28

42

35

30

28

18

55

24

40

25

25

32

28

30

27

Max

35

52

60

35

36

33

27

40

25

33

50

40

35

32

20

60.5

26

45

30

28

35

32

35

30

Account Manager

Associate Director

Business Development Director

Business Development Manager

Call Centre Manager

Data Manager

Data Processing Executive

Data Processing Manager

Field Executive

Field Manager

Operations Director

Operations Manager

Project Manager

Research Analyst

Research Assistant

Research Director

Research Executive

Research Manager

Sales Executive

Scripter

Senior Project Manager

Senior Research Executive

Statistician

Survey ProgrammerFigures are in Bri t ish Pound Sterl ing (£) and (K) for thousand per annum

YES NO

23.8

76.2

Client side/ In-house

65.4

34.6Market Research Agency

30.8

69.2Overall

E M P L O Y E R S O F F E R I N G A D D I T I O N A L B E N E F I T S :

77

18%E A R N£40,000

W h a t d o e s t h e a v e r a g e M a r k e t R e s e a r c h p r o f e s s i o n a l l o o k l i k e ?

Female

64%

BA/BSc LEVEL55%

E D U C A T E D

40%B E E N I N T H E I R CURRENT ROLE FOR

1-3 YEARS

W O R K I N L O N D O N

66%

28%

JOB TITLE IS RESEARCH M A N A G E R

65%

Works for a MARKET RESEARCH agency

S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5

8

A t t rac t ing & Reta in ing Talent

We polled some of our candidates to find out what drives them. Here’s what we learnt:

5%

26%21%

16%

32%

5%5%

Travelling time/location

Money OtherWorking environment

Poor relationship

with manager

Lack of opportunities

for progression

Redundancy

WHAT IS YOUR MAIN REASON FOR WANTING TO LEAVE YOUR CURRENT ROLE?

Money

42%

Career progression

Work/life balance

Location Office environment

(culture)

Company/ brand values

Training & support

WHAT DO YOU VALUE MOST WHEN LOOKING FOR A NEW JOB?

IN ADDIT ION TO REGISTERING WITH US, WHERE WILL YOU BE LOOKING FOR YOUR NEXT ROLE?

63%

LinkedIn

21%

OtherSocial Media

68%

Generalist jobboards

74%

Through personal networks

5%

Print Media

63%

Industry specific jobboards

WHAT IS THE ONE THING YOU WOULD IMPROVE IN THE RECRUITMENT PROCESS?

5%

Fewer interviews

21%

Speed of process

37%37%

Thorough and honest feedback

Thorough and honest feedback

Thorough and honest feedback

Ease of application

26%26%

Ease of application

5%5%

Flexibility of interview

timings

Flexibility of interview

timings

47%47%

Prompt feedback/decision makingPrompt feedback/decision making

58%

26%

11%21%

37%

53%

9

Research SharePoint

PROFESSIONALDEVELOPMENT

IT

Publishing & Content Provision

Knowledge & Information Management

PersonalDevelopment

Insight & Intelligence

Leadership & Management

Risk & Compliance

Project Management

Records & Document Management

CONTACT US

For further information on any of our courses, or to request a copy of our course directory please contact:

T: 020 7751 7169 E: learning@tfpl.com

Our Group

As part of Progility Plc we are proud to be able to offer our customers the full range of support services

from across the group – our success is founded on a collaborative working practice.

TFPL & ILX Recruitment

Through our combined expertise we offer a seamless recruitment service across

information, knowledge, market research, insight, analytics, big data, records, and

project and programme management

ILX

An internationally recognised provider of professional learning and consulting

solutions – delivering Portfolio Programme & Project Management, IT Service

Management, Risk Management and Business Financial Literacy learning solutions.

WoodSpeen

Offers range of Apprenticeships programmes in Health & Social Care, Business

and Administration, Customer Service, Team Leading, Retail, I.T., Childcare,

Hairdressing & Barbering, Manufacturing, Warehousing & Storage.

TFPL Learning

TFPL Learning is the specialist training and development service company for the library, knowledge and

information management industry. We offer over 100 specialised courses across 11 disciplines:

RECRU I TMENTRECRU I TMENTRECRU I TMENT

10

S u e H i l l R e c r u i t m e n t i s p a r t o f P r o g i l i t y P l c – w w w . p r o g i l i t y . c o m

8 0 B o r o u g h H i g h S t r e e t , L o n d o n S E 1 1 L L – T e l : 0 2 0 7 3 7 8 7 0 6 8

E: marke t research@suehi l l .com ww.suehi l l .com