2016-17 IT Workforce Insights Report

IT Workforce Insights Helping you make smarter hiring decisions

2016 – 2017

1300 CLICKS clicks.com.au

Clicks has produced its 9th IT Workforce Insights Report, from over 750 individual responses to our survey in July 2016. This complements our annual IT Recruitment and Retention Report.

Respondents are from a wide range of technical and management roles.

The IT Workforce Insights Report is designed to provide information to organisations who recruit IT staff, so that they better understand the mindset of the IT job seeker and ensure their employment offer is aligned to the market’s needs.

The report provides insights that can be used to enhance your recruitment and staff engagement strategies.

I look forward to Clicks continuing its relationship with you over the year. Please feel free to contact me at any time if you want an update, or if you need our support with your recruitment activity.

Best wishes,

Ben Wood, Managing Director

[email protected] 9963 4884clicks.com.au

Introduction

What’s driving trends in the IT job market?

Optimism about the IT job market has continued to rise, with 41% feeling optimistic (up from 34% one year ago and 26% two years ago). Only 15% are feeling pessimistic (down from 23% one year ago and 32% two years ago).

Consistent with stronger employment conditions, the majority of recruitment decisions are made after one interview (56%)…

…and more job seekers report losing interest in an opportunity when the process takes too long (66% up from 61%).

Counteroffers are also on the rise, but only 1 in 4 work out.

Of those respondents who are employed and not actively looking, 64% report being “open” to pursuing an opportunity if approached.

84% of respondents report receiving a call from a recruiter about an opportunity they had not applied for, and 33% report securing a new job as a result of this contact.

For 24% of job seekers, receiving an attractive salary/pay offer has become the most important factor when applying for an opportunity (24%, up from 18%).

The IT job market has continued to strengthen. We forecast this trend will continue for the next 12 months. This means employers will need to compete for the best available talent.

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5

8

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IT WORKFORCE INSIGHTS 2016 – 2017 3

Job Seeking Activities: Searching

How are you feeling about the IT job market now, compared to 12 months ago?

When reading a job advertisement, what is most likely to make you apply for that job?

?

?

Sentiment about the job market has continued to sway significantly towards optimism since last year, demonstrating a strengthening employment market.

An attractive salary has become significantly more important, with 24% (up from 18%) of people stating it is the factor most likely to cause them to apply for a job.

Very optimisticQuite optimisticThe same / NeutralQuite pessimisticVery pessimistic

8%2% 34%13% 43% 6%10% 20%22% 42% 8%6% 26%17% 43%

2014

2015

2016

Suitable responsibilities/challenges

Attractive Salary

Hours of work/lifestyle/flexibility

Convenient location

Skills/experience you will gain

Employer/advertiser brand

38%

24%21%

8%

5%

4%

IT WORKFORCE INSIGHTS 2016 – 20174

Would you move states for the right opportunity??

VIC NSW ACT QLD

No57%

No58%

No51%

No52%

Yes43%

Yes49%

Yes48%

Yes42%

How many times have you received a call from a recruiter about an opportunity which you have NOT applied for in the last 12 months?

?

16% None

8% 7 to 9

15% More than

10

37% 1 to 3

24% 4 to 6

Did any of those calls result in you securing a new job?

?

61% No

39% Yes

With 84% of respondents receiving at least one ‘approach’ for a job they have not applied for, and 39% of those securing a job from an approach, one third of total respondents secured new jobs that they hadn’t applied for.

“Atif has made an outstanding contribution over the last year. He has stepped up during some periods of staff absences and ensured that key work has remained on track and met all required deadlines. Atif has developed strong and productive working relationships within his section and across key stakeholders ensuing his work can be implemented as smoothly as possible. He is an important and valued member of his section and I would highly recommend him for Clicks’ Contractor of the Year.”Clicks ‘Contractor of the Year’ Winning Nomination 2016

The number of people who have been job seeking for more than 3 months is 29%, stable from the prior year (30%) but much lower than two years ago (42%), suggesting a stable employment outlook.

If you are job seeking, how long have you been looking??

38% Less than

a month

15% More than 6 months

33% 1 to 3

months

14% 3 to 6

months


It is essential to have a clear ‘path to hire’ process so expectations can be managed.

The stronger employment market means that more candidates are losing interest in an opportunity if the process takes too long (66% up from 61%).

Job Seeking Activities: Interviewing

56% 1

3% 5 +

42% 1 week

3% More than

8 weeks

3% 4

7% 5 - 8

weeks

23% 3 - 4

weeks

10% 3

28% 2

25% 2 weeks

28% Yes,

once

34% No

38% Yes, 2 or

more times

How many interviews did you attend for your current/last job?

Have you ever lost interest because the recruitment process took too long?

How long was the process from attending the first interview to receiving the offer of employment?

Over 67% of candidates will accept another offer within 2 weeks of being interviewed. As an employer, you want to be in control and choose the best candidate. If you are not quick enough, you are likely to miss out.

?

?

?


If yes, what was the reason for this?

Have you rejected an offer of employment in the last 12 months?

Job Seeking Activities: Offers and Resignation

In a candidate tight market, it is crucial that your interviewers are prepared and well trained. 40% of candidates have rejected an offer of employment in the last year. Whilst money is an important factor, you can make sure this doesn’t happen to you by clearly articulating your value proposition and having a recruitment process with a clear intent to hire.

7% Cultural - the

people you met 31% Financial - not

enough $ offered

13% I have not

had an offer of employment

in the last 12 months

23% Other

40% Yes

47% No

13% Work/Life

Balance

8% Limited career

opportunities

10% Unsuitable

responsibilities/challenges

8% Unsatisfactory

recruitment experience

?

?

This highlights the need to understand the mindset of the job seeker. Think of all the wasted time and energy involved in getting 40% of job offers rejected.

The “Other” 23% comprised the process taking too long; the role not being accurately represented and choosing an alternative job that was offered.


If you have left your most recent role within the last 12 months, why did you leave?

?

In the last 12 months, when resigning from a job, have you received a counter-offer from your employer?

? Did you accept and decide to stay??

35%

30%

25%

20%

15%

10%

5%

0Lack of career

pathApproached for a new

opportunity with another employer

Poor relationship with manager

Low salaryUncertainty about future with

employer

Poor relationship with colleagues

0%

Counter offers are slowly on the rise, with 20% of respondents (up from 14%) receiving one when resigning from their job.

As this graph shows, only 6% of respondents left their job because of a low salary, whilst 24% report an attractive salary is the main reason they apply for a job. So salary is still a strong magnet.

??

?

20% Yes

25% Yes

38% No

75% No

42% I have not resigned from a job in the last 12 months

But counter-offers still don’t work very well, with only 25% of them resulting in the person deciding to accept and stay.


Compared to 12 months ago, how has your current pay rate/salary changed?

?

Increased

Employment

Contract ended Contract renewal process took

too long

Relocation OtherRedundancy

2012

2013

2014

2015

2016

?

13%Decreased

31%The Same

56%Increased

It is also interesting that, whilst the overall climate is increasingly optimistic, there was a significant rise (from 7% to 16%) in the number of respondents who left their role due to uncertainty about their employers’ future.

Whilst more pay increases have occurred (56% compared to 46% a year ago), respondents’ attitude to pay appears to have shifted, with a rise in those willing to accept a small decrease in pay to secure the right opportunity.

However, it is still overwhelmingly more costly to attract staff than it is to retain staff, with 71% of those who are prepared to move requiring a 10% increase to do so.


What would it take for you to move roles?

What is most likely to make you happy with your position?

I wouldn’t move

5% less than my current pay rate/salary

5% more than my current pay rate/salary




The same as my current pay rate/salary

2014

2015

2016

?

?

5%

9%

7%

7%

6%

13%

13%

17%

4%

8%

9%

9%

30%

27%

31%

16%

12%

15%

21%

20%

21%

33% 25%12%

10%

5%

6%4%

3%

2%

The right challenges and responsibilities

The right organisation/team culture

A suitable work/life balance (e.g. flexible hours)

The most convenient location Security/stability of employer

A strong commitment to training and development

The right salary

Strength of relationship with manager

A range of career progression opportunities

The salary increase people would require to move is higher across the board, with those willing to move for the same salary dropping from 17% last year to just 4% this year. This could be due to increased employee engagement, which requires a greater incentive to move.

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IT STRATEGY AND ARCHITECTURE

• Technology assessments

• IT Strategy

• Digital Strategy

• Cloud Readiness Assessment and Recommendations

• Architecture practice guidance, set-up and delivery model frameworks

• Platform recommendation and selection

• Business Architecture

• Data Architecture

• Application Architecture

• Information Architecture

• Security

DIGITAL AND CLOUD

• UX Design

• Responsive Design

• Mobile app IOS and Android Development

• Social Strategy

• Persona and User Journey Mapping

• Cloud Readiness Assessment and Recommendations

• Cloud strategy, consulting and hosting

• Development capability across Microsoft, Java Open Source and other platforms and Content Management Systems

APPLICATION DESIGN, DEVELOPMENT AND

INTEGRATION

• Waterfall Design and Development

• Agile Development

• Portal and Web development

• UX Design

• Customer Relationship Management

• Rapid Application Development

• Middleware Integration

• Mobile app IOS and Android development

• Quality assurance

• DevOps

• Microsoft, Java and Open Source Development

INFORMATION MANAGEMENT AND

ANALYTICS

• Enterprise Information Management

• Knowledge Management

• Data Warehousing

• Data Management

• Content Management

• Big Data

• ETL Development

• Records Management

• Digital asset management

PROGRAM AND PROJECT MANAGEMENT

• Portfolio Management

• Program and Project Management Consulting

• PMO practice guidance and standardisation

• PRINCE2 and PMBOK Consulting

• Team Management

• Waterfall and Agile project delivery models

• Benefits realisation management

• Data Architecture

• Application Architecture

• Change Management

TESTING

• Test automation

• Test Strategy and execution

• Performance, load and stress testing

• Test management

• Systems and integration testing

• User acceptance testing

• Provision for Test Managers and test execution teams

• Mobile and App Testing

TECHNICAL AND BUSINESS ANALYSIS

• Business Case Generation

• Business and functional requirements analysis and documentation

• Agile coaching

• UX Design

• Market Analysis

• BA practice guidance, set-up and delivery model frameworks

• Change Management

• Process Improvement

• Quality assurance

• Unified Modelling Language

• LEAN Thinking

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• IT Service Management

• Provision of individual support staff or an entire team

• SLA based engagement model across one or several applications

• DBA services

• Information Technology Infrastructure Library (ITIL)

• IT Governance

• Tools selection and automated implementation

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Gender Employment Status

My employer would keep me for life if…

Career path/ progression

Work/ life balance

More money Challenges Training & development

30%

25%

20%

15%

10%

5%

0

32% Female

1% Unemployed and not looking for a

new job

19% Unemployed and looking for a new

job

45% Employed

and not looking for a

new job

35% Employed

and looking for a new job

68% Male

About the Sample

?

?

?


Employment Type Preference Primary Area of Expertise

Appreciation/ understanding

Good culture/ work environment

2012

2013

2014

2015

2017

26% Permanent

Employment45% Either

Permanent or Contract

29% Contracting

Work

??Preference for contract roles increased to 29% (up from 18% last year).

The relative importance of career path, workplace culture and salary have increased, and appreciation and training have decreased, when asked what an employer can do to keep their staff for life.

Project Management23%

Infrastructure Support19%

Process and Application Integration4%

Infrastructure Development2%

Information Management11%

Business Analysis14%

Application Development11%

Other6%

Sales1%

Leadership / Transformation9%

Melbourne

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Melbourne VIC 3000

03 9963 4888 | [email protected]

Sydney

Level 14, 55 Clarence Street,

Sydney NSW 2000


Brisbane

Level 5, 231 George Street,

Brisbane QLD 4000


Canberra

Level 9, 224 Bunda Street,

Canberra ACT 2601


Documents

2016-17 IT Workforce Insights Report