GROUP
4Sight The IT Staffing review Q3 2014
In this issue Introduction & about us Skills Demand Update Q3 2014 Section 1: Contract Demand Trends Table 1: Most sought-after contract skills Table 2: Skills with largest change in demand Table 3: Sector with highest contract demand Table 4: Top 5 demanded job functions Table 5: Top 5 demanded programming languages Section 2: IT Rates and Salary Overview Q3 2014 Table 1: Management roles Table 2: Infrastructure roles Table 3: Development roles Rates And Salaries - Q3 2014 Insight: How to Build your Brand as an IT Employer
Introduction Certes Computing is a leading supplier of IT staffing and recruitment solutions to both the private and public sectors. Established since 1983, we have developed a strong reputation for delivering highly responsive and effective IT resourcing services, whether it be for complete onsite managed services, Employed Consultants and Turnkey staffing services, the provision of contingency IT contract staff or the recruitment of permanent personnel.
IT Staffing Review Certes IT Staffing Review is provided as part of 4Sight – Certes’ portfolio of free information services for recruitment. 4Sight provides a range of information services such as market news, case studies, white papers, legislation updates, as well as skills, rate and salary information. Each quarter 4Sight brings you information relevant to the staffing industry. Based on customer feedback, our IT Staffing Review has been developed to provide subscribers with a reliable and accurate way to aid their resource planning with a comprehensive comparison of the cost of contractors, permanent staff and Employed Consultants, with the associated levels of supply and demand for key skills and job functions within the market. Issued and updated quarterly, our IT Staffing Review provides a comprehensive and up to date reflection of market developments, and includes detailed skill demand comparisons on the same period last year, providing a useful yardstick for market growth or decline in skills usage.
Guide to Rates & Salaries Disclaimer The rates and salaries presented here are intended to provide an objective guide to the job functions most commonly recruited in the market. The figures used are based on national averages and consequently do not reflect specific regional differences. Should you require more specific rate or salary information on any additional skill, job title or region not present then please contact us on 01675 468968.
Data Sources The rates are compiled every month from a combination of 12 independent reports and official reviews which are then aggregated to formulate a 3 month view.
Skills Demand Update A guide to the most sought-after skills of Summer 2011
Skill s De man d Up date
A gu of Su ide to th mm e er 2 most so 011 ugh t-aft er
The figures used are all based on actual client requirements that we have received in the last quarter; as such they show national averages and consequently do not reflect specific regional differences. To request more information on specific skills please click on the skills below.
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Part 1: Contract Demand Trends
Part 2: Permanent Demand Trends
Skills Demand Update A guide to the most sought-after skills of Q3 2014
Part 1: Contract Demand Trends
Part 2: Permanent Demand Trends Most sought-after skills Q3 2014
Rank
Skill
Rank
1
SQL
1
.NET
2
Windows
2
C#
3
Oracle
3
HTML
4
Java
4
Java Script
5
HTML
5
Linux
Skill
Highest increase in demand during Q3 2014 Rank
Skill
Rank
Skill
1
Windows Server 2012
1
Exchange Server
2
Sharepoint 2013
2
Windows 8
3
DV Cleared
3
SASS
4
Exchange Server
4
GitHub
5
Cyber Security
5
Sector with highest demand Q3 2014 Rank
Sector
Rank
Sector
1
Banking/Finance/Investment
1
Banking/Finance
2
Retail
2
E-Commerce
3
Telecoms
3
Marketing
4
E-Commerce
4
Retail
5
Marketing
5
Telecoms
Top 5 demanded job functions
Top 5 demanded programming languages
Rank
Sector
Rank
Sector
1
Developer
1
SQL
2
Analyst
2
.Net
3
Project Manager
3
SQL Server
4
Consultant
4
C#
5
Business Analyst
5
HTML
To get free updates of the Certes IT Rate and Salary Report please visit www.certes.co.uk or call 01675 468968
IT Rates and Salaries Overview A guide to the rates and salaries of those in the IT industry - Q3 2014
Average Contractor daily rate*
Certes Employed Consultant daily rate
Average permanent salary
Management Roles Business Analyst Project Manager IT Director IT Manager Helpdesk Manager Programme Manager Project Co-ordinator Systems Architect Technical Author
£415 £435 £650 £350 £355 £575 £215 £450 £349
£340 £368 £600 £300 £300 £510 £180 £390 £295
£47,500 £52,000 £75,000 £47,500 £45,000 £71,500 £27,000 £57,500 £35,000
Infrastructure Roles Application Support Analyst DBA -Oracle -SQL Oracle Applications Network Engineer IT Security Consultant Systems Administrator Systems Analyst Helpdesk 2nd Line 3rd Line IT Trainer
£313 £368 £375 £350 £450 £325 £450 £325 £375 £150 £160 £275 £238
£270 £315 £320 £315 £370 £275 £370 £270 £345 £115 £125 £245 £195
£37,500 £47,500 £48,000 £45,000 £55,000 £42,500 £50,000 £42,500 £42,500 £23,000 £25,000 £36,500 £30,000
Development Roles C# Java Sharepoint Oracle .NET PHP SQL System Tester User Acceptance Tester (UAT) Web Designer Web Developer
£375 £425 £375 £425 £375 £350 £375 £295 £375 £275 £325
£280 £370 £330 £360 £310 £290 £305 £265 £345 £235 £270
£41,000 £47,500 £45,000 £50,000 £41,500 £37,500 £42,500 £30,750 £45,000 £30,000 £36,500
Job Title
* Contract rates quoted represent average contract pay rates (excluding any margin or mark up). To get free updates of the Certes IT Rate and Salary Report, please visit www.certes.co.uk or call 01675 468968
Insight How to Build your Brand as an IT Employer Businesses will often invest significant time and money into building a distinct ‘brand’. This helps to promote a consistent and recognisable image of their organisation and its values, which may influence people to buy their products or services. However, it is equally important to develop a strong employer brand, which positions your business as a rewarding and enjoyable place to work. As an IT employer the race for talent is becoming increasingly tough and your employer brand needs to be strong enough to stand out to draw in the best IT talent on the market; whether that be permanent employees or contingency workers and IT contractors. As the market for finding good skills is so competitive, time consuming and often costly, if you can attract unsolicited approaches from prospective candidates who want to engage with your employer brand, you’re already ahead of the game. Building a buzz around your employer brand is worth its weight in gold if done well, as it can attract high quality talent to your business and make the crème da la crème want to work for you!
Here are our top three tips for creating a strong IT employer brand: Map out your employer brand values, and better still define your ‘DNA’ If you can really nail down what you stand for as an employer this will provide the bedrock of all of your communication and will emulate to your job seeker market who you are, what you’re about and if you’re a good fit for them. Having consistency over your message is also key, so making everyone in your recruitment process aware of your values and brand DNA, and ensuring this is reflected in all of your communication and processes will strengthen your presence in the market hugely. Social media? Stay active! In today’s digital age, social media is a quick and incredibly effective way to promote your employer brand. Fill your social channels with engaging content for prospective employees and maintain an active presence on Twitter, Facebook and LinkedIn. Try and deliver a balance of professional posts showing the high quality work your business is producing and also more lighthearted posts to give your employer brand a personal feel. This will also highlight your workplace as a fun and enjoyable place to be.
Web: http://www.certes.co.uk Tel: 01675 468968
IT Recruitment is a brand experience too. Stay Professional! Companies that have comprehensive and well-structured recruitment methods will give a prospective employee that all important great first impression. There is nothing more destructive to your employer brand than a badly managed, sloppy recruitment process, with no feedback or poor organisation. Prospective employees should be treated just as preciously as your most prized customers, make sure they leave your business with the best impression. From how you advertise and present the career or contracting opportunities through to your interview process, recruitment specialists like Certes can help you build a robust and highly tuned recruitment process if you don’t already have one. In addition, we can offer you a bespoke recruitment microsite, within our specialist jobs portal which attracts a large active job seeker following, to help you build a unique and engaging presence that will be seen by a large audience of active IT job seekers. Competitors? Be different! Much like it is important to have a USP for your brand, it will always be beneficial to offer something different as an employer - from small detailed aspects of your own unique recruitment and screening process to more tangible benefits, it’s always a very good thing to know what your competitors are offering and how you stack up against them. Benefits schemes are a good place to start and there are many progressive brands already doing great things here; good examples include large companies such as Zappos which provide nap rooms for their employees and Innocent which provides free breakfast for everyone who works there! Although your gesture to employees doesn’t have to be this grand, offering small perks or unusual benefits will attract the best of the best and show that you care about making your business a great and rewarding place to work.