Pay rise on the cards for IT professionals

Salary guide suggests data architects and business analysts will enjoy the largest pay increases

Technology workers in New Zealand could see an average pay rise of 3.8 percent this year, according to the 2012 Robert Half Technology Salary Guide.

Results of this year’s guide show data architects and business analysts can expect the largest pay rises in 2012, 7.5 and 7.3 percent respectively, but the recruitment company predicts it will be a boon time for most IT professionals in the country.

Professionals with .NET and Java development skills, and those with Microsoft Business Intelligence proficiency are particularly suited for the current market, says Robert Half, and can expect to earn between six and 15 percent more than their peers.

For project managers, candidates with ITIL, CBAP, IIBA and Agile or Scrum certifications are highly contested.

Megan Alexander, general manager at Robert Half, says while technical proficiency is always sought after, companies are increasingly looking to create highly functioning project teams that can communicate with each other.

“They must also be strong communicators who are able to share information effectively with their peers,” she says.

“Those candidates with a combination of technical experience and soft skills are the most highly sought after in the current market.”

A recent survey of 100 New Zealand CIOs and CTOs, conducted by Robert Half, found that 20 percent of the senior IT executives say they plan on hiring more permanent technology workers this year, compared to only 5 percent who are planning to decrease their headcount.

The most cited reasons for the increased hirings are IT systems upgrades (40 percent), support for business growth (40 percent), and increasing workloads (20 percent).

According to Robert Half, the financial sector is showing the highest level of IT recruitment, which it predicts is in reaction to regulatory changes in finance including the Payment Card Industry Data Security Standard (PCI-DSS).

A healthy 87 percent say they are confident in their own company’s prospects for growth this year, with 66 percent predicting new investments in technology projects for 2012.

Asked which initiatives they have planned for the next 12 months, 39 percent of the IT executives responded with businesses intelligence projects, followed by business process and improvement (36 percent), and applications development (27 percent).

A similar survey conducted in Australia found business intelligence was also the most common IT initiative (35 percent), with the same percentage saying they are planning virtualisation projects this year. In New Zealand only 16 percent of CIOs and CTOs say they are planning virtualisation projects in the next year.

Meanwhile, 16 percent of New Zealand IT executives say they are planning mobility based projects.

The increased IT wages are a reaction to securing the right skills to support these projects, says Robert Half.

It seems signs are positive in the New Zealand IT industry, but a persisting problem is the lack of skilled candidates in the market.

More than half of the surveyed CIOs and CTOs say they are finding it difficult to hire the right IT staff, and 55 percent say they are concerned about losing those they already have to other job opportunities.

Alexander says those responsible for hiring need to be realistic when it comes to setting salaries in the current skills-short market.

“If New Zealand businesses are serious about keeping and attracting technology staff, they’ll need to look carefully at remuneration.

“While salaries are not the only consideration for attracting and retaining staff, bosses must ensure they are paying competitively or they’ll risk losing key players to other opportunities,” she says.

5 Comments

Anonymous

1

Out of interest and to put some context around reports, are you able to mention how large the quoting agency is in NZ, where there offices are and what sort of penetration they have. From my limited knowledge Robert Half are not really a dominant IT recruiter in NZ which makes me wonder where and how the data is collected, and therefore how relevant?

Code Monkey

2

Organisations wishing to attract and retain good software developers also need to offer opportunities for training and development. Far too many Kiwi employers are content just to utilise their employees' existing skill-sets and expect developers to learn new technologies in their own time. Providing the appropriate working environment would also help - how many IT Managers have read Peopleware, or are aware any of the best practices outlined in that book?

Graham

3

but then I just asked my boss and he laughed at me.

Anonymous

4

Best way to get a pay rise. Try it yourself!
1.Always listen to your boss no matter what he says
2.Boss is always the king.
3.Help boss in his/her personal life. Like helping children, family get together. Makes a longlasting bond.
4.Gossip with boss about people he/she doesn't like in office, and ways or plans to get rid of them
5.Never say boss when project goes wrong because of him/her
6.When boss' mother/father gets sick or dies make sure you send flowers with an expensive greeting card
7.Send Christmas gifts to boss and his/her family
8.Regularly request for recommendation in performance reviews

By all this you will get a decent pay rise. And while doing so keep sniffing around the market and simply jump off to another job as soon as you find the one with higher pay!

Dave Lane

5

Given that 80% of companies in NZ have fewer than 10 staff, and those sorts of organisations seldom use recruiters (in my experience), I wonder how relevant the experience of this recruiter is. For example, the statement that Microsoft technology experience is in hot demand is based on the fact that *the sorts of businesses that use recruiters* use .Net, etc. It does not necessarily reflect a broad requirement for those technologies across the market. I think this is an example of generalising from too few specifics. Interviewing CIOs and CTOs means that you're automatically missing out on the input of the vast majority of firms doing software development and providing IT services, because they're probably too small to have designated CIOs and CTOs. These small companies are also the ones with the greatest potential for innovation and significant growth. They're just quite a lot harder to survey.

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