Michael Page Digital Road Ahead Presentation

RICHARD WYNN DAVID KHADIREGIONAL DIRECTOR DIRECTORRETAIL, MARKETING & DIGITAL MARKETING & DIGITAL

PRESENTED BY

AGENDA

▪ PageGroup overview

▪ Areas of specialisation

▪ What did we see in 2013?

▪ Current industry trends

▪ Salary & Employment Forecast 2014

▪ Has the recruitment landscape changed?

▪ Summary

PAGEGROUP OVERVIEWGLOBAL COVERAGE

PAGEGROUP OVERVIEWASIA PACIFIC COVERAGE

AREAS OF SPECIALISATION

WHAT DID WE SEE IN 2013 - GENERAL MARKET?

▪ Overall, similar trends to 2012

▪ Subdued domestic market influenced by mixed global economic conditions:

▪ China continued to slow▪ The US continued to grow at a moderate pace▪ The Euro area largely remains in recession 

▪ Slowdown in mining had a negative impact on the economy and signaled caution to other sectors - this appears to have stabilised

▪ Early announcement of the Federal election halted business decisions

▪ The promise of post-election movement is still yet to be fully realised

▪ The collective effect was a relatively flat employment market

WHAT DID WE SEE IN 2013 - DIGITAL?

OFFLINE (old-school)

ONLINE (new-

school)

E-Commerce, Web Analytics, Community

Mobile, Affiliate, Social, Content

UX, CX, SEO, PPC, twitter, Hashtags

Telemarketing, Events, etc

TV, Print, Radio, Tradeshow, Billboards

One of the most complex recruitment

markets

Changing Market

Digital Candidates

Companies

WHAT DID WE SEE IN 2013 - DIGITAL?

WHAT DID WE SEE IN 2013 - DIGITAL?

▪ The “Reversed Swan Market”

▪ Australian market split in half – digital experts and “digital experts–to be”

▪ Growth across specialist and generalist digital fields

▪ Transition across multiple industries with focus on digital

▪ Transition of candidates from agency to client side

INDUSTRY TRENDS

TRANSITION - Digital is very high in demand across multiple industry sectors

EVOLVING – Hiring for the Future

UNCERTAINTY - What do we need? Who? Why? What can we expect? What are the results? What will this cost? Where does it end?

KNOWLEDGE GAP – Big difference between Highly Digitally

Savvy and Not so Digitally Savvy Organisations

GLOBALISATION – How to manage International Candidates

EXPECTATIONS – Candidates apply on twitter, Companies expect a …Web Developer? ... Digital Marketing Manager? …

COMPANY CHALLENGES

INDUSTRY TRENDS

▪ CONFUSING - $70k or $170k role?

▪ Looking for DIGITAL VISION from Senior Management

▪ L&D – Almost always external

▪ Digital generalists vs digital specialists

▪ Over qualified and under qualified

▪ International sourcing of candidates

▪ Candidates move around – Little understanding from hiring managers

▪ EXPECTATIONS – Digital Necessary? Transferrable Skills?

CANDIDATE CHALLENGES

TRENDS BY JOB-TYPES

Candidate registrations

Strong market of good candidates

Varied background to similar level

Both international and local talent

Job registrations

Processes often take a long time – clients not sure what they are looking for – how senior is senior enough?

SENIOR & EXECUTIVE DIGITAL ROLES

45%

TRENDS BY JOB-TYPES

Candidate registrations

Huge supply of Candidates, few strong technical foundation

Split - Hands on vs Agency Management

Split – Technical vs Strategic

Job registrations

What is Digital Marketing? Many titles, even more jobs…

DIGITAL MARKETING

84% 73%

TRENDS BY JOB-TYPES

Candidate registrations

Skills and experience vary Community vs Strategy Huge gap in mid tier

candidates NOT a Junior Role

Job registrations

Movement from Community to Strategy

Integration with other functions such as SEO and Content

Prejudice towards the accounts they have managed

Social and Analytics – drawing from Insights

SOCIAL MEDIA

46% 73%

TRENDS BY JOB-TYPES

Candidate registrations

Candidates rarely apply for jobs

Candidates find Clients not understanding of “jumping around”

Much more diversity on UX-roles and functions

Cherry-pick projects and $-driven

Job registrations

Focus on UX is growing in Australia

Knowledge from Companies is increasing

Existing teams are Growing

UX

26%

TRENDS BY JOB-TYPES

Candidate registrations

SEO – lack of Strong talent Affiliate – Going “back” to

Affiliate Candidates transition from

Agency to Client Hit and Miss with

international candidates Looking for Diversification

Job registrations

More companies are getting more savvy and know what they are looking for

Once senior Digital Exec is in place – the specialists follow suit

Ironically easier to find than the Generalists

Looking for Specialists

DIGITAL SPECIALISTS

8% 26%

SALARY & EMPLOYMENT FORECAST 2014SALARY & REMUNERATION

SALARY & EMPLOYMENT FORECAST 2014RECRUITMENT ACTIVITY

SALARY & EMPLOYMENT FORECAST 2014ATTRACTION & RETENTION

SALARY & EMPLOYMENT FORECAST 2014ATTRACTION & RETENTION

HAS THE RECRUITMENT LANDSCAPE CHANGED?

▪ Access to candidates is now far easier

▪ Job boards provide an un-targeted approach

▪ Aggressive LinkedIn campaigns can have a detrimental effect

▪ Greater sophistication is essential in effective candidate management

MANAGING THE CANDIDATE MARKET

The difference between passive and active candidates is evaporating

Active Passive

SUMMARY

▪ The general employment market proved to be steady throughout 2013

▪ The digital employment market outlook for 2014 continues to grow

▪ Digital recruitment split in two camps

▪ Conflict between candidate and company perception

▪ Companies need to have a strong digital vision