Hays Salary Guide 2022 has revealed the stark contrast of pay raise expectations between what marketing staff want and what marketing employers plan to award.
In Australia, the report found that 83% said they deserved a rise of 3% or more – with 37% asking from between 3% to 6% and 46% asking for 6% and more.
It also found that 53% of employees felt more confident asking for a pay rise this year, while 69% of employers have offered higher salaries than planned.
Looking at the skills shortage, 82% of Australian marketing employers noted that it will have an impact on operations and/or growth. Most of the vacant positions in the industry are manager roles in marketing, product, communications, digital marketing and e-commerce, according to the report.
The report found the factors driving turnover in Australia and New Zealand were the same: lack of new challenges, an uncompetitive salary, lack of promotional opportunities.
In Australia, the top benefits employees are looking for are more than 20 days of annual leave, training from internal or external providers, as well as ongoing learning and development.
Nick Deligiannis, managing director of Hays, said in the report: “Australia and New Zealand are facing a singular skills shortage at a level unmatched in Hays’ 46 years in recruitment. Today, 91 per cent of employers are experiencing a skills shortage.
“The insufficient supply of local skilled professionals hinders growth and operations for 83 per cent of responding businesses, the highest level we’ve recorded in the 43 years we’ve been producing the Hays Salary Guide.
“By comparison, our 2012 guide, published at the height of Australia’s years-long mining boom, showed that skills shortages were impacting operations for 69 per cent of employers. In 2019, when skills shortages last peaked, they impacted 70 per cent,” he added.
Deligiannis also said: “Businesses need to consider how they can position themselves as an employer of choice.
Yes, ensuring your salary offering is competitive is one part of the equation, however employees that are happy and productive aren’t just motivated by money.
The Hays MD added additional factors employers should consider include flexible work environments, opportunities to learn, alignment between personal and organisational purpose and strong relationships between manager and teams.
“We now have the perfect opportunity to come together to define this new equation, in a way that benefits everyone,” Deligiannis added.
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Top image: Nick Deligiannis