Marketing staff and employer expectations differ on pay rises: Hays

Eighty-three per cent of employees in the marketing industry feel they deserve a salary increase of over 3%, but just 22% of employers are willing to offer a pay rise in this range, according to the Hays Salary Guide FY22/23.

However, this shows a slight improvement from last year, where only 9% of employers will award increases of 3% and above to staff.

Factors driving turnovers across Australia and New Zealand marketing organisations include lack of new challenges, lack of promotional opportunities and uncompetitive salary, with 71% of Australian marketing and digital employees say they would benefit financially from changing jobs.

In addition, only 39% of professionals intend to remain with the current employer beyond this financial year.

Despite this, there is still a higher rate of job satisfaction among marketing and digital employees. 61% of them are satisfied with their job (above the 56% average), and a similar number (62%) are satisfied with their employer (above the 57% average).

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The top three jobs that employers are seeking to fill are marketing managers, product managers and communications managers.

Across all three categories, Sydney employers are willing to offer the most to candidates, as the average salary of all three positions falls in the range between $120k and $140k excluding superannuation. Melbourne and Brisbane employers’ offers follow closely behind.

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However, there are exceptions for some positions such as senior marketing manager, for which Darwin employers’ average offer is $158k excluding superannuation – $8k more than Sydney and $13k more than Melbourne.

In terms of employee benefits, marketing professionals are seeking more annual leave, internal or external training and ongoing learning development.

Other key findings across all industries include:

  • Open borders unlikely to solve the talent shortage: 55% of employers believe that opening the international border will somewhat ease the shortages, but won’t solve the problem, and 24 per cent believe it won’t help at all.
  • Flexible working continues to evolve: Almost two-thirds (64%) of employees look for an adaptive hybrid environment in their next job search, consisting of a flexible schedule rather than set in-office and remote days.
  • Sustainability matters: An organisation’s environmental policy is important to 86% of employees, 34% say a strong ED&I policy is non-negotiable.
  • Contracting careers to increase: Almost one-third (32%) of employees would consider a contract career, where they continuously move from one project to another. However, increasingly the type of project dictates which roles they will accept.

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