SALARY SURVEY 2020 NETHERLANDS - Robert Walters
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
SALARY SURVEY 2020
NETHERLANDS
“
WE ARE POWERING
PEOPLE AND
ORGANISATIONS TO
”
FULFIL THEIR UNIQUE
POTENTIAL.
WELCOME TO ROBERT WALTERS
SPECIALIST PROFESSIONAL RECRUITMENT
Since opening our doors over 30 years ago, people have been at the heart of
everything we do, from the jobseeker to the hiring manager and those who bring
them together. As a market-leading global recruitment group, we see our role
as that of a trusted advisor helping our candidates and clients to build fulfilling
careers and grow effective teams both now and into the future.
As we continue to grow internationally, we remain committed to our founding
principles: a strong team-based culture that puts clients and candidates first, a
passion for quality in all that we do, a commitment to treating people with integrity,
and an innovative spirit that propels us to constantly improve.
These values lead us to prioritise building long-term relationships – we advise
and consult but never force people into making decisions that aren’t right for their
business or career goals. We believe that our consultative approach sets us apart
from the competition and continues to cement our reputation as a recruiter of
choice, trusted by the world’s leading organisations and professionals.
In addition, we are experts in the disciplines we recruit for, enabling us to provide
our clients and candidates with quality insights into hiring and salary trends. Our
regional Salary Surveys are designed to help you make informed hiring decisions
ROBERT WALTERS, and salary negotiations. If you would like to discuss these topics further, please
don’t hesitate to contact your local obert alters office listed in the back of this
CHIEF EXECUTIVE OFFICER
book.
Robert Walters
CEO
Robert Walters Group
69%
OF OUR BUSINESS
IS FOCUSED ON
PERMANENT
RECRUITMENT, 31%
ON CONTRACT
GLOBAL REACH,
LOCAL EXPERTISE
Countries we operate in
31
WE RECRUIT
AUSTRALIA
BELGIUM
BRAZIL
CANADA
CHILE
CHINA
CZECH REPUBLIC
INDONESIA
IRELAND
JAPAN
LUXEMBOURG
MALAYSIA
MEXICO
NETHERLANDS
SOUTH AFRICA
SOUTH KOREA
SPAIN
SWITZERLAND
TAIWAN
THAILAND
UAE
ACROSS 31 FRANCE NEW ZEALAND UK
COUNTRIES GERMANY
HONG KONG
PHILIPPINES
PORTUGAL
USA
VIETNAM
GLOBALLY INDIA SINGAPORE
DOWNLOAD OUR SALARY SURVEY BOOKS To discover hiring and salary trends across the world, read our Global Trends on page 10 or download our books covering: • Australia & New Zealand • Belgium & Luxembourg • Netherlands • United Kingdom • Greater China & South East Asia • France • Portugal • Middle East & Africa • Japan • Germany • Spain • Canada • South Korea • Ireland • Switzerland • Latin America Download your copy today by visiting www.robertwalters.com/salary-survey
OUR SERVICE
In an increasingly complex global recruitment market, the WHAT MAKES US DIFFERENT?
Robert Walters Group builds great teams for our clients by Bespoke, consultative service
offering an end-to-end recruitment service, on a local, regional
or global basis.
1. Commitment to quality
OUR CORE DISCIPLINES INCLUDE: e focus on building long-term, high-quality relationships
• Banking & Finance with clients and candidates. e consult and advise, helping
• Business Support our candidates make the right career move. his builds trust
and loyalty and ensures we continually have the industry’s
• Commerce top talent for our clients.
• Engineering & Construction
• Human Resources 2. Specialists
• Legal We hire from industry to ensure our consultants are
• Procurement & Supply Chain specialists in the disciplines they recruit for. hey also
• Sales & Marketing bring with them strong personal relationships and industry
networks, enabling them to find hard to reach talent with
• echnology
niche skill sets.
“ obert alters is our
preferred recruitment
partner. hey are able
to identify talent that we
would not have been able
“ orking with obert
alters has been really
seamless and rich, thanks
to the insights that the
consultants bring in. ’ve
“
obert alters has open,
honest and e perienced
consultants. hey offer a
broad knowledge of the
market and have access
to find or engage with enjoyed my e perience to an e tensive network of
ourselves. working with obert e perienced candidates.
alters over the last 1 ’d recommend using
a mig ovaghimian, years. obert alters to any
”
Founder & , prospective organisation.
oodline, tul aur, irector,
”
’ r al, ingapore and haq ohajerani, ead
”
alaysia of evelopment, anwha
nergy, ustralia
3. No individual commission 5. Innovation culture
e operate a team-based profit-share system which, we e were the first recruiter to launch a recruitment process
believe, sets us apart from the vast majority of our outsourcing business and we continue to lead the way with
competitors as it ensures the interests of both the client and an in-house innovation team which tests and trials the latest
candidate remain our number one priority. here is also no recruitment technologies.
ownership of candidates, ensuring clients always see the
best talent we have available.
6. Long-term business focus
ur strategy is one of organic growth through international
4. Our people and culture e pansion and discipline diversification. e invest in markets for
e promote long-term, international careers, which helps us to the long term and maintain our presence, even in tough times.
retain our top people, providing continuity for our clients. e’re
proud to say our senior management team is home-grown with
7. End-to-end recruitment service
an average tenure of years.
e offer clients a true end-to-end recruitment service, from
permanent, contract and interim recruitment through to
recruitment process outsourcing.
CONTENTS
INTRODUCTION THE NETHERLANDS CONTRACT
About the Salary Survey .................. 09 COUNTRY OVERVIEW .................... 30 Accounting & Finance ..................... 56
Global Trends .................................. 10 Banking & Financial Services .......... 57
PERMANENT & INTERIM HR Support ..................................... 58
REGIONAL OVERVIEWS Accounting & Finance ..................... 32 Information Technology ................... 59
Permanent ....................................... 33 ecretarial O ce upport ............ 59
Australia & New Zealand ................. 14 Interim ............................................. 34 (Semi) Public.................................... 60
Greater China .................................. 16 Banking & Financial Services .......... 36 Supply Chain ................................... 61
Japan & South Korea ...................... 18 Permanent ....................................... 37
South East Asia ............................... 20 Interim ............................................. 38
Europe ............................................. 22 Human Resources ........................... 40 CONTACT US
Middle East & Africa ........................ 24 Permanent ....................................... 41
US & Canada ................................... 26 Interim ............................................. 41
Latin America .................................. 28 Legal ................................................ 42 ABOUT ROBERT WALTERS
Permanent ....................................... 43
Interim ............................................. 43
Procurement .................................... 44
Permanent ....................................... 45
Interim ............................................. 46
(Semi) Public.................................... 48
Permanent ....................................... 48
Interim ............................................. 49
Tax & Treasury ................................. 50
Permanent ....................................... 51
Interim ............................................. 51
BI/Advanced Analytics .................... 52
Permanent ....................................... 53
Interim ............................................. 54
DOWNLOAD OUR SALARY SURVEYS DOWNLOAD OUR SALARY SURVEY BOOKS Drawing on our local knowledge and expertise across six continents we’ve produced a series of books covering: • Australia & New Zealand • Netherlands • Greater China & South East Asia • Portugal • Japan • Spain • South Korea • Switzerland • Belgium & Luxembourg • United Kingdom • France • Middle East & Africa • Germany • Canada • Ireland • Latin America Download your copy today by visiting www.robertwalters.com/salary-survey
WELCOME TO THE 21ST
EDITION OF THE GLOBAL
SALARY SURVEY PROVIDING
CREDIBLE INSIGHT INTO
HIRING AND SALARY TRENDS
WORLDWIDE.
8 Robert Walters Salary Survey 2020Our Salary Survey is based on
ABOUT THE the analysis of permanent, interim
SALARY SURVEY and contract placements made
across each of our geographies and
Welcome to the 21st edition of the recruitment disciplines during 1 ,
annual Robert Walters Salary Survey. and our predictions for the year
ahead.
s the first recruitment company to
produce a comprehensive overview GET IN TOUCH
of global salaries and recruitment f you would like to find out more
trends across the world, we are about salaries and recruitment
pleased to share the latest edition trends in your industry, call one of
with you. our specialist consultants today.
Contact details can be found at the
back of this book.
ABOUT THE SALARY SURVEY 9GLOBAL TRENDS
GLOBAL OVERVIEW second half due to uncertainty caused moving specific aspects of production
Overall the global hiring market was by the US-China trade war, Brexit out of Mainland China to locations such
active in 2019 despite widespread and the difficulty of building a stable as Taiwan and South East Asia, which
economic and political uncertainty. government in Spain. impacted hiring.
Demand for specialist technology
skill sets as well as risk, regulatory Brexit continued to dominate the South East Asia experienced a
and compliance professionals led to headlines in the UK, impacting hiring predominantly buoyant hiring market
candidate shortages in many markets. in many sectors; however, there in 2019, particularly in the high-growth
were pockets of hiring activity across markets of Indonesia, the Philippines,
Across Europe, we saw demand for technology, fintech, property and Thailand and Vietnam. Demand for
talent outstripping supply as businesses professional services. ‘glocal’ talent – professionals with a
continued to hire. In France, the strong understanding of both global
recruitment market performed well in In the Middle East, recruitment business practices and local cultural
2019 despite employers pausing hiring activity was high for most of 2019. mindsets – continued as more
activity during times of difficulty such as Nationalisation remains a key priority in businesses internationalised.
the yellow vests (gilets jaunes) protests. the UAE and Saudi Arabia, leading to
local talent shortages, wage in ation In Japan, acute talent shortages
Belgium experienced strong economic and nationals moving roles more continued due to the nation’s declining
growth in 2019, which led to an frequently. We saw similar trends across and ageing population as well as high
active hiring market and widespread Africa as companies sought to adhere demand for bilingual professionals with
talent shortages. Across the border to government nationalisation policies. international expertise. Companies
in Germany, hiring was buoyant as specialising in cloud computing, AI,
“
traditional Mittelstand companies Throughout Greater China, the local
focused on digitalisation and foreign market outlook became increasingly
companies grew their presence. uncertain in the latter half of 2019, As top talent prioritise
Similarly, in the Netherlands, a strong with the US-China trade war weighing keeping their skills up
economy and an exceptionally low heavily on sentiment. Candidates to date, we recommend
unemployment rate led to candidate became harder to source as employers offer clear
shortages across all disciplines. professionals proved reluctant to learning and development
”
change roles in uncertain market opportunities to attract
In Spain, hiring activity was high in the conditions. We also saw manufacturers in-demand professionals.
first half of 1 but reduced in the taking action to avoid tariffs by
10 Robert Walters Salary Survey 2020future mobility and smart factories these skill sets within the banking Advice to employers
increased hiring in 2019 in preparation and financial services sector as In order to secure top talent with
for the rollout of 5G in 2020. businesses sought to adhere to new specialist skill sets we recommend
regulations and guidelines set by their employers run swift and efficient
In Australia and New Zealand, the central banks. Japan continued to recruitment processes, ensuring offers
economic environment looks set to strengthen its financial regulations are made in a timely manner. As in-
prevent any widespread jobs and salary and companies faced greater scrutiny demand professionals consider moving
growth in the near to mid-future. The over their handling of personal data, roles they will focus on more than the
exceptions will be in sectors where leading to high demand for audit, risk salary on offer they are keenly aware
demand outstrips supply – most and compliance professionals. In the of the need to keep their specialist
notably in technology, financial services Netherlands, salaries for compliance, skills up to date, so we recommend
and infrastructure. regulatory reporting and risk businesses offer clear learning and
management specialists are expected development opportunities to attract
KEY TRENDS to rise in 2020 due to extreme talent the best talent on the market.
Acute tech talent shortages shortages.
“
Across most markets the demand for
technology professionals with specialist
skill sets will continue to outstrip IN 2020 WE EXPECT
supply in 2020. Digital transformations TO SEE EMPLOYERS
are continuing apace across many VYING FOR TALENT
industries in China, Hong Kong, WITH EXPERTISE IN AI,
Australia and New Zealand, so in 2020
BIG DATA, UX,
we expect to see employers vying
DEVELOPMENT AND
for professionals with expertise in AI,
big data, UX, development and cyber CYBER SECURITY.
security.
Digital experts, data scientists and
cyber security specialists will also be in
high demand across Brazil, Chile and
Mexico as companies migrate their
businesses online and deal with the
extra security challenges this presents.
In San Francisco, companies will
struggle to hire software and machine
learning engineering specialists due to a
shortage of qualified professionals.
Demand for risk and compliance
skill sets
As regulatory requirements evolve
alongside digitalisation, companies are
seeking professionals with expertise
in risk, compliance and audit. South
East Asia saw strong demand for
futuremobilityandsmartfactoriesincreasedhiringin2019inpreparationfortherolloutof5Gin2020. 11REGIONAL TRENDS With our presence spanning 31 countries across six continents our specialist teams offer in-depth knowledge of the sectors they recruit for. In this section our regional managing directors share their insights on hiring and salary trends in 2019 and their predictions for the year ahead. Our regional overviews include: • Australia & New Zealand • Greater China • Japan & South Korea • South East Asia • Europe • Middle East & Africa • US & Canada • Latin America
THE GROUP’S INTERNATIONAL NETWORK OF OFFICES SPANS 31 COUNTRIES AND SIX CONTINENTS ENABLING US TO MEET THE DEMANDS OF CLIENTS AND CANDIDATES WHOSE NEEDS EXTEND BEYOND LOCAL MARKETS
AUSTRALIA & NEW ZEALAND
INTRODUCTION and cyber security. For professionals
The prevailing global and local with these more niche skill sets, we Our presence in Australia &
economic headwinds look set to anticipate further salary increases and New Zealand:
prevent any widespread jobs and salary premium rates for contractors.
growth in the near to mid future. That • Adelaide
said, in the Australia and New Zealand Concerns about widespread • Auckland
markets, offers some reasons for unemployment due to automation and • Brisbane
cautious optimism, as we anticipate artificial intelligence have, so far, proved • Chatswood
salary growth in selected sectors where unfounded. In 2020, we expect some
• Christchurch
there is high demand and limited supply transactional roles to become obsolete,
most notably in technology, financial but new technology jobs will be created • Melbourne
services and infrastructure. in areas such as design, programming • Perth
and analysis. • Sydney
BRIGHT FUTURE FOR TECH • Wellington
SPECIALISTS REPAIR JOBS AT THE BANKS
Technology transformations are In the wake of Australia’s recent Royal
continuing unabated across every ommission, financial institutions remediation and compliance projects
industry in Australia and New Zealand. are under enormous pressure from across the banking, financial services
As a result, 2020 will see employers regulators, legislators, government, and insurance sectors — on both
vying for professionals with expertise in media and their customers. The result sides of the Tasman. Experienced
development, UX, data management is an unprecedented focus on risk, professionals who can deliver these
14 Robert Walters Salary Survey 2020massive programs are relatively scarce, helping to ease the disconnect between too close to call, we can predict two
and so demand (and salaries) are likely skills that the next generation of talent possible knock-on effects. First, many
to remain high. are being taught and what businesses employers are likely to wait until after
need. the election before embarking upon
CAUTIOUS GROWTH IN any major hiring campaigns. Second,
INFRASTRUCTURE the jobs market in Wellington will be
Australia and New Zealand will remain In 2020, we anticipate salary dominated by contract and contingent
committed to long-term nation-building growth in selected sectors roles until after the election result is
programs throughout 2020. Investment of high demand and limited known.
in traditional infrastructure projects supply, most notably in
such as transport, health and education technology, financial services In Australia, 2020 will see local elections
will continue to stimulate demand for and infrastructure. in Queensland and the Australian
civil engineers and project managers, Capital Territory. Enterprise employers
as well as professionals in ancillary in these states may see elections as
sectors. And while the emerging an opportunity to gain an advantage
renewables sector is showing signs ADVICE FOR CANDIDATES over their competitors. Aggressive
of promise, and the creation of some 2020 will be a year of opportunity hiring campaigns in areas of skills
new jobs, uncertainty may linger until for professionals with skills in the shortages during election season could
the Australian Government articulates a aforementioned areas of high demand yield a windfall of talent, as many other
more comprehensive energy policy. and short supply. Approaches and employers may have scaled down their
offers from prospective employers are recruitment activity.
ADVICE FOR EMPLOYERS likely to be common, but our advice
Where skills shortages exist, hiring to these individuals is that not every Both the Australian and New Zealand
managers have much to do in 2020. job is equal. Do your research about governments are currently tightening
Money talks, of course, but high possible employers, know what your immigration restrictions. For many
salaries and premium rates may not market value is, and remember that in employers, this means that their best
be enough to entice specialists to a fast-moving jobs market this golden chance of hiring overseas talent in
join your organisation. Apart from moment may not last long. In 2020, we 2020 will be to work with a recruitment
e ible working, which remains a high recommend that in-demand specialists partner who can offer access to an
priority for many, professionals are seize the day. international talent network as well
acutely aware of the need to keep as expert, up-to-the-minute skilled
their specialist skills up-to-date, so POLITICAL LANDSCAPE IN 2020 migration advice and support.
employers who can offer cutting-edge While the outcome of New Zealand’s
projects and substantial personal 2020 general election currently appears
development opportunities will be those
who attract and retain the best talent.
‘Potential’ should be the watchword
for many employers in 2020. During
selection processes, employers should
remain open-minded when candidates
are a good cultural fit but short on
technical experience. A comprehensive
learning and development strategy can
help plug technical gaps, whilst also
15GREATER CHINA
GREATER CHINA MAINLAND CHINA
Our presence in Greater China:
The global economy and local market The impact of lingering economic trade
outlook became increasingly uncertain frictions and market uncertainties put
• Beijing
in the second half of 2019, with the pressure on the job market in 2019.
impact of the US-China trade war The slowdown in hiring was more • Shanghai
continuing to weigh on sentiment, apparent in the manufacturing sector • Suzhou
particularly in Hong Kong and Mainland where companies are trying to avoid • Southern China
China. tariffs by moving specific aspects of • Hong Kong
production out of Mainland China. • Taipei
Despite the risks, we saw demand for
candidates in key growth areas. The Organisations in the region took steps
technology industry was one of the to adapt by adding value to their capabilities, through initiatives such as
fastest-growing markets across Greater existing products and considering the development of Shenzhen as a hi-
China and, because of the innovative expansion into international markets tech model city. Technology will remain
and highly skilled nature of the industry, through free trade zones and the Belt a growth sector with employers looking
there was an ongoing shortage of and Road initiative. This drove demand to secure experienced professionals in
suitably qualified candidates. mployers for candidates with strong technical & , big data and artificial intelligence.
found talent harder to source, as skills, solid business development
professionals were reluctant to switch capabilities and international work In 2020, we expect both candidates
roles because of the uncertainty caused experience. Despite relatively slower and hiring managers to remain cautious
by changing market conditions. growth, the country continues to due to uncertain market conditions.
strengthen its digital transformation
16 Robert Walters Salary Survey 2020While the total number of jobs may Towards the second half of the year, OUTLOOK FOR 2020
decline, demand is expected to export-oriented companies became Demand for specialists is likely
continue for highly skilled professionals. more conservative in their operations to continue in 2020, despite the
due to the US-China trade war. We uncertain economic situation.
HONG KONG saw manufacturers and electronics With skills shortages likely to be
With ongoing political and economic companies reshoring some production exacerbated, companies are expected
uncertainty, Hong Kong has faced a to place greater emphasis on retention
challenging period in 2019, from trade strategies. Moderate salary rises are
and tourism to consumer sentiment There is an atmosphere of anticipated across Greater China, and
and capital markets. Nevertheless, it cautiousness across the companies are advised to promote
retains its appeal to companies as a region and the outcome of clear career development and smart
global business and finance hub. the US-China trade war will workplace policies like e ible working,
play a determining role in which are increasingly valued by
n 1 , financial services firms took a the market and employment employees.
relatively cautious approach to hiring, conditions in 2020.
with the exception of virtual banking Candidates looking for a new role
and fintech. ith the issue of eight should embrace digitalisation and
virtual banking licences, the demand lines from Mainland China to other innovation to ensure they remain
for specialists ranging from C-level regions in Asia, including Taiwan. The current and relevant in a changing
to managers has been on the rise in in ow of investment has driven demand job market. In-demand professions
all areas of finance, legal, technology for technology and software talent. and specialist roles will continue to
and risk and compliance, as well as At the same time, there is continuous command premiums and yield lucrative
operational and HR roles. This has been demand for engineering specialists new opportunities, but general salary
the backbone of financial services hiring within renewable energy industries. in ation will be subject to, and defined
over the last 12 months and we expect Compensation is expected to be by, the outcome of the variable
to see strong growth in this area in 2020. steady, with levels set on a case-by- macroeconomic conditions.
case basis, depending on individuals’
Organisations across a range of expertise and performance.
different industries will continue their
digital transformations, leading to
sustained demand for analytics, big
data, DevOps and digital specialists.
At the same time, we have seen a
noticeable shift towards contract hiring
as businesses looked to build an agile
workforce that can adapt to the uid
economic conditions. We expect this
trend to continue in 2020.
TAIWAN
Taiwan started 2019 with better-than-
expected economic growth, resulting
in buoyant hiring levels across several
industries, including technology, FMCG
and healthcare.
17JAPAN & SOUTH KOREA
JAPAN mobility connected cars and
Despite global economic and autonomous driving , smart factories Our presence in Japan & South
geopolitical uncertainty, demand for and medtech increased hiring in 2019 in Korea:
talent far outstripped supply in 2019 preparation for the rollout of 5G in 2020.
with a job openings-to-applicants ratio n addition, the digital sector has seen • Osaka
of 1.6 to 1. Japan’s labour shortages strong growth in smartphone payment • Seoul
continued unabated due to its declining services, with many new offerings • Tokyo
and ageing population, as well as launching in quick succession. s a
increased demand for talent with result, talented individuals have ocked
English-language skills and international to the industry, including candidates with
e pertise. Both foreign-affiliated firms financial backgrounds, app developers, in central nervous system disorders, and
and Japanese companies operating security experts and other professionals oncology and regenerative medicine.
internationally are driving this demand able to draw from a diverse range of Following Japan’s interest in the 100-
for bilingual talent with international experience and skills. year lifespan concept, which focuses on
or global business exposure. Other positive longevity, hiring has increased at
businesses operating locally, such as The medical industry continues to hire manufacturers producing ingredients for
transport networks, retailers, hotels and in order to keep pace with Japan’s dietary supplements and organic food
service and entertainment companies, ageing population, with life sciences products.
are beginning to follow suit. specialists in particularly high demand.
edical device firms and pharmaceutical n 1 , apan continued to strengthen
Companies specialising in cloud companies are searching for its financial regulations following
computing, artificial intelligence , professionals specialising several high-profile incidents involving
18 Robert Walters Salary Survey 2020cryptocurrencies and smartphone high-growth field remaining strong. transition to smart factories is taking
payment fraud. Similarly, companies In addition, the rapid growth of the place as part of the Fourth Industrial
are under increased scrutiny regarding biotechnology industry has expanded Revolution. Whereas manufacturers of
their collection and usage of personal the market for analytical devices and internal-combustion engine vehicles
data, which requires compliance with diagnostics, leading to increased hiring experienced a decline against a
the Personal Information Protection Law. in these areas. backdrop of poor business performance
Both these things have led to increased in South Korea, the autonomous
demand for cyber security, audit, risk and electric car industries continued
and compliance professionals. Both foreign-affiliated to boom. With that, the demand for
firms and apanese bilingual data scientists, deep learning
In 2020, legislation designed to ensure companies operating engineers and autonomous system
equal pay for equal work will come internationally are driving platform specialists in the manufacturing
into force. This will give those in part- demand for bilingual field will continue in .
time and temporary work more stable talent with overseas
employment conditions, an uplift in experience. Turning to new and renewable
wages and an increase in opportunities energy, the Korean government has
to receive full-time employment. On announced the ‘Renewable Energy
the employer side, we expect to see Competition for technology specialists 3020 Implementation Plan’, with the
companies utilising contractors even continued to intensify with the goal of producing 20% of the country’s
more as they seek to secure specialised development of new business models energy from renewable sources by
talent at short notice in order to launch converging IT and healthcare, as well 2030. With the accelerated introduction
new projects or move into new markets. as across-the-board digitalisation of of infrastructure for solar, wind and
many industries including retail, logistics, hydroelectric power generation, the
SOUTH KOREA manufacturing and finance. emand for demand for top talent in these areas is
With the implementation of the new technology skills remains strong growing steadily.
52-hour workweek, another rise in the in the manufacturing sector, where a
minimum wage and prolonged
US-China trade tensions, foreign direct
investment (FDI) in Korea declined
in the first half of 1 compared to
1 . espite this, F in the first half
of 1 actually surpassed the 1 -year
average, indicating that general upward
movement continues.
n 1 , the orean government
invested heavily in the biotechnology
sector, along with future mobility
(autonomous and electric vehicles) and
renewable energy, to lead the country’s
economic growth into the future. As
a result, the biotechnology industry
drew exceptional attention from foreign
investors in 1 , with demand for
highly skilled talent in this potentially
19SOUTH EAST ASIA
A SOLID GROWTH KEY HIRING TRENDS
TRAJECTORY Hybrid skill sets sought after Our presence in South East Asia:
In 2019, hiring activity in South East As companies continue their
Asia was predominantly buoyant, digitalisation journeys, hiring managers • Indonesia
particularly in the high-growth markets are looking for experienced technology • Malaysia
of Indonesia, the Philippines, Thailand professionals with hybrid skill sets. • Philippines
and ietnam. lections in the first half pecifically, they are seeking mid- • Singapore
of the year saw businesses take a more level and senior managers who can • Thailand
conservative approach to hiring, but help their teams navigate change and
• Vietnam
activity recovered in the latter half of ensure the successful adoption of new
2019. In Malaysia and Singapore, hiring technologies.
showed steady signs of growth, with Across the board, there is strong
robust activity in technology. Outside of the technology function, demand for professionals who are
employers are seeking professionals able to apply their technical expertise
Across the region, technology and with the ability to leverage new to a broader commercial context that
transformation remains a major focus technology within their work to drive positions the organisation for growth.
for businesses, which is in turn shaping the business forward. For example, ‘Glocal’ talent, or professionals who
hiring trends. HR professionals who are well-versed have a good understanding of both
in workforce analytics and finance global and local cultures and mindsets,
professionals with expertise in business are also in demand as businesses
intelligence are increasingly in demand. continue to internationalise.
20 Robert Walters Salary Survey 2020Risk and compliance professionals HIRING TOP TALENT a commitment to learning and
in demand Broadly speaking, demand outstrips development, while also demonstrating
Regulatory requirements and the supply of well-rounded talent who how the role contributes to the wider
guidelines across the region have demonstrate strong expertise in their organisation.
evolved alongside digitalisation. This own field, the ability to leverage new
has resulted in strong demand for technologies to drive efficiencies in their To meet the need for ‘glocal’ talent,
risk and compliance professionals as own work and a commercial mindset. we encourage employers to search
businesses within the banking and As such, forward-thinking employers internationally, thereby tapping into
financial services sector seek to align are starting to emphasise potential the pool of local professionals based
themselves with new regulations and and transferrable skill sets over market overseas. Organisations in the region
guidelines set by their central banks. have found high-quality local talent
with niche skill sets and international
s digital banking, fintech and online Across functions, employers expertise via our ‘Return Home’
payment solutions continue to grow, so are seeking professionals campaigns – Pulang Kampung
does the demand for risk, compliance with the ability to apply their (Indonesia), Balik Bayan (Philippines),
and legal talent with specialist technical expertise to a Balik Kampung (Singapore) and Come
knowledge in technology. broader commercial context. ome h ood ietnam .
Manufacturing growth drives hiring LOOKING AHEAD
activity Global events like the US-China
The manufacturing industries in sector experience. For instance, trade war may negatively in uence
Thailand and Vietnam saw healthy businesses in fast-moving consumer hiring activity in specific industries
growth in 2019, driven by a multitude goods (FMCG) are starting to hire and markets, but overall, we expect
of factors, including the Eastern technology talent from other industries healthy levels of hiring across the
Economic Corridor project in Thailand, such as financial services or retail. region. Digitalisation will continue to
the establishment of free trade build momentum and be a major driver
agreements in Vietnam and growing The talented, modern jobseeker of hiring trends in the coming year,
e ternal confidence in these markets. is looking for fresh challenges and and there will be growing demand for
The US-China trade war also played a the opportunity to deliver value to well-rounded, ‘glocal’ professionals,
part as manufacturers and electronics a business through their role. To particularly for both mid-level and senior
companies moved some production secure and retain top professionals, positions.
lines from Mainland China to South hiring managers will need to show
ast sia to avoid tariffs.
This has spurred demand for
professionals within the industry
across key functions, such as
human resources, accounting &
finance, engineering, supply chain &
procurement and logistics.
21EUROPE
2019 rate was at an all-time low, resulting
Despite much publicised economic in increased scarcity of candidates Our presence in Europe:
and political uncertainty across Europe, across all disciplines, especially at • Belgium
businesses continued to recruit in 2019. the junior and mid levels. In a market • France
where candidates were calling the
• Germany
In France, businesses adopted a “stop- shots, employers were forced to act
and-go” approach to hiring. Concerns fast to secure the best candidates. • Ireland
about the economy and the yellow vests To overcome candidate shortages • Luxembourg
(gilets jaunes) protests meant companies companies hired more expats, from • Netherlands
were quick to stop recruitment activity countries both within and outside the • Portugal
in times of distress. However, in general EU, such as Turkey and South Africa. • Spain
the recruitment market performed well
• Switzerland
in 2019 as companies had to make up Belgium continued to benefit from strong
for talent shortages in all sectors. Real economic growth in 2019, which led to a • United Kingdom
estate and construction were particularly busy hiring market. However, businesses
busy as Paris geared up for the 2024 were still constrained by widespread
Olympic Games and worked on candidate shortages. This resulted in hile the was defined by a year of
delivering the Greater Paris project. companies hiring permanent staff more political and economic instability due to
quickly than in previous years whilst Brexit, the hiring market performed better
The Dutch economy was in great increasing interim recruitment in the fields than anticipated. There were pockets of
shape in 2019. The unemployment of finance and project management. hiring activity within sectors that received
22 Robert Walters Salary Survey 2020notable VC funding such as technology ecruitment has become less cyclical hatever the outcome of Bre it in the
and fintech. ther areas of positive than it once was as business leaders , we will still see plenty of hiring
recruitment in 1 were property, have realised the value of being quick activity amongst emerging industries,
professional services and specific areas to adapt to market conditions, whilst disruptors and s. t’s businesses in
within banking such as hedge funds. remaining right-si ed in order to take these categories that will drive the hiring
advantage of future growth. agenda by recruiting agile, tech-proficient
n 1 there was a lot of negative press and commercially savvy professionals
in ermany concerning the economic n Belgium, we e pect businesses will who have their finger on the pulse of
environment, political uncertainty and continue to e pand in . s a result, developing markets. alary increases
difficulties within the automotive industry. we will see an increase in demand for will be most lucrative at the mid to senior
owever, these stories did not lead to support professionals in , marketing, level as companies try to attract more
a slowdown in hiring. he professional administration and supply chain. ike risk-averse talent who are conscious
skills shortage across finance, legal, previous years, support staff with strong about job moves during a time of
technology and digital marketing showed language capabilities in utch, French uncertainty.
no sign of abating and the market and nglish will be highly desirable.
remained busy as traditional ittelstand n the etherlands, the scarcity of
companies focused on digitalisation he French hiring market is e pected candidates is e pected to continue
and international businesses grew their to remain relatively strong. For the first in at all levels of seniority and
footprints in ermany. time in years the unemployment rate across all disciplines. fter two years
has fallen, causing further candidate of substantial growth, salaries are
iring activity in pain was very high shortages. s a result, companies will e pected to stabilise in . owever,
in the first half of the year as the place greater emphasis on staff retention pay for specialists in compliance,
strength of the economy facilitated and succession planning. regulatory reporting, risk management
growth. Businesses in the technology, and technology will continue to grow, as
automation, renewable energy, n pain, the technology sector will these specialists are e tremely scarce.
construction, chemical, pharmaceutical continue to be one of the biggest
and tourism sectors were busiest. he drivers of hiring. he focus on digital n ermany, hiring volumes in financial
second half of the year saw a reduction transformation is set to increase, services will be dependent on the
in hiring activity as commercial con icts which will lead to businesses recruiting outcome of Bre it. f economic
surrounding the and hina, the specialist technology professionals. conditions worsen, we may see finance
’s e it from the uropean nion hese professionals will need to have departments hire professionals who
and the difficulty of building a stable strong communication skills in order focus on cost efficiencies rather than
government in pain reduced the to work effectively and efficiently with business partnering and growth. ue to
appetite for hiring. departments outside of technology. candidate scarcity we will continue to
see salary increases across the market.
2020
t’s very hard to predict what the
uropean hiring market will look like in
due to the unknown outcome of
Bre it at the time of writing and ongoing
economic and political uncertainty.
owever, we are confident that
widespread candidate shortages will
continue, resulting in demand for skilled
professionals.
23MIDDLE EAST
2019 private sector starting to follow suit in the here will be a renewed focus on
Recruitment activity was high across the second half of the year. he rush to hire nationalisation, especially in the and
Middle East for the majority of 2019, good-quality ulf candidates resulted audi rabia. audi rabia has been the
following a relatively at first quarter. in increased candidate movement, most stringent in enforcing nationalisation
Businesses in the UAE, Saudi Arabia and especially in audi rabia. uwait, often polices. his trend will accelerate
uwait benefited from improved economic overshadowed by its larger neighbours, throughout the year and we e pect other
optimism and were the most active hirers. significantly increased hiring activity and countries to follow suit.
continued to be a growing market.
In the UAE, the growing demand he e pected growth in audi rabia
for nationals increased. ompanies means there are excellent career
attempted to comply with mirati ation’ opportunities for estern-educated audi
legislation but struggled, due to available In 2020, the UAE economy nationals and e pats bringing best-
talent pools still being dominated by is set to go through a new practice skill sets from multinationals. he
foreign e pats. s a result, we have seen growth cycle, bringing about nation has immense hiring-potential and
wage in ation for nationals at all levels an increase in business tangible opportunities that continue to
and a trend of local candidates moving confidence. grow in number. ocial changes, such as
roles more frequently. the introduction of cinemas and women
being permitted to drive, will continue
ultinationals continued to open at a steady pace and further investment
their regional headquarters in ubai, 2020 into infrastructure is e pected to support
bringing further opportunities for skilled In 2020 the UAE economy is set business growth. uwait will continue to
professionals. igitalisation was at the to go through a new growth cycle, be an area of focus for many companies
forefront as companies looked to optimise bringing about an increase in business and as a result we predict an active hiring
performance and stay relevant. his led to confidence. hile po is not market.
greater demand for marketing and sales the silver bullet to solve everything, it is
professionals with digital e perience. e pected to act as a catalyst to kick- As the wider Middle East economic
start . ith an optimistic economy environment continues to improve, we
he job market in audi rabia continued forecasted, we e pect a positive hiring e pect to see salaries increasing during
to be busy for government roles, with the market. .
24 Robert Walters Salary Survey 2020AFRICA
SOUTH AFRICA The modernity and agile approach of an increased focus on digitalisation and
2019 s has made them more competitive engineering. As companies sought to
2019 was characterised by cautious in the hiring market than their larger adhere to government nationalisation
hiring due to the general elections, a competitors. In order to compete, larger policies while also facing a lack of local
sluggish economy and unemployment businesses need to have a clear picture talent, we saw increased salary offers
of up to 29%. When businesses did of the professional they are looking to hire made to nationals for roles previously held
hire, they sought internationally minded and operate swift recruitment processes. by expats.
professionals with high adaptability and Due to continued economic instability,
strong business acumen to minimise the salary increases are expected to be in line 2020
downtime during onboarding. with in ation. The competition for skilled nationals
will remain high across the continent.
The demand for employment equity (EE) REST OF AFRICA In East Africa, international companies
professionals continued to in uence hiring 2019 can e pect in ated salary demands due
processes, resulting in salary increases of Across Africa there was an increasing to candidate shortages. Businesses in
10-15% for applicable candidates. Legal drive towards nationalisation and a more developed parts of frica, such as
and finance specialists with high levels demand for diaspora professionals. The the Indian Ocean region, can expect to
of technical competence and industry development of employees, succession see multiple counter-offers presented to
knowledge also received premium planning and youth development top talent. With increased stability across
salaries. were key focus areas for companies. North Africa, salary increases of 3-7% are
perienced finance professionals were likely.
2020 highly sought after as companies looked
In 2020, we expect to see high demand to train and develop local staff. nvestment in skills development, staff
for professionals with both technical ability retention and competitive benefits will be
and strategic acumen. roductivity and Recruitment in both East and West key trends in 2020. Employers looking
effectiveness of employees will be the Africa was particularly fast-paced due for skilled nationals with international and
highest priorities. Historically, specialist to the increased need for mid to senior cross-border experience will struggle to
skill sets in candidates were considered level professionals within finance, legal, recruit these roles themselves and will
a value-add’, but we e pect this to be a sales and operations. Across Central need to rely more on specialist recruiters.
minimum requirement moving forward. Africa the need for sales, marketing and
finance professionals continued, with
25US & CANADA
SAN FRANCISCO e have seen a significant increase in
In 2019, we saw an unprecedented salaries across the board, in part due Our presence in the US &
demand for talent across the Bay area. to the change in law in California which Canada:
Strategic, hands-on leaders were the prohibited employers from asking job
most highly sought after. applicants for salary history information. • Los Angeles
Salaries continued to rise due to the • New York
Hiring activity spiked across design highly competitive nature of the market,
• San Francisco
functions as companies realised the and we expect this to continue in 2020.
impact that design-led thinking can have • Toronto
on business success. Sectors with the LOS ANGELES
highest levels of recruitment included AI, In LA, businesses faced a shortage
autonomous vehicles, robotics, online of -qualified controllers with audit LA will continue to be at the centre of
marketplaces and fintech. backgrounds, especially those with frontier categories such as e-commerce,
start-up experience. We expect this to direct to consumer, logistics,
In 2020, machine learning and AI will continue in 2020. manufacturing and aerospace as well
remain challenging areas to recruit in, as AR/VR and gaming/esports in 2020.
with demand for talent far outweighing Demand for operational leaders These categories will be powered by
the availability of qualified professionals. remained high in 2019. Many start-ups increases in venture capital, a pipeline of
Hiring managers should streamline their sought general managers and diverse engineering talent and a legacy
recruitment processes in order to attract operational heads to manage the P&L, of expertise in specialised industries.
more candidates and remain competitive launch new markets, evaluate M&A
in securing top talent. possibilities, and provide insightful In 2020, employers are advised to run
26 Robert Walters Salary Survey 2020
product and marketing feedback. swift and efficient hiring processes.By engaging all relevant stakeholders at economy continued to grow and their salary adjusted in line with in ation
the outset, hiring managers can build unemployment rates reached their forecast for end of 1 . hose
a clearer profile of their ideal candidate lowest levels in decades. who did start new roles saw an average
and move quickly to make an offer to increase in base salary of 1 . his
promising candidates. arge cohorts of baby boomers caused significant movement in the
retiring combined with low numbers market.
NEW YORK of millennials with science,
1 saw high demand for talent in technology, engineering, mathematics) In 2020, top calibre candidates will have
areas such as technology, data privacy, skill sets entering the workforce is multiple opportunities to consider when
cyber security, AI and machine learning, causing an acute skills shortage in the moving jobs. The Canadian government
leading to candidate shortages in Canadian market. will continue turning towards mass
these areas. Hiring activity was more immigration for highly skilled workers to
measured in traditional areas such ensure all skill gaps are filled.
as accounting and finance, financial
services operations and support Hiring managers should alaries for lawyers in private practice
functions. owever, businesses in the streamline their recruitment will increase $10-20k with each year
fintech space and in pockets of the processes in order to post-call, before stabilising at the nine-
investment management industry were effectively increase year post-call mark at between $150k
still strong hirers. candidate attraction and in small- to medium-si ed law firms
remain competitive in and k for national or even ister
In many cases, interview processes securing top talent. firms . awyers who move firms will see
were drawn out and due to the lack of an average increase of on base
swift decision making, clients missed out salary, while compliance professionals
on securing top talent. moving firms will receive pay increases
ccounting and finance professionals of up to 1 .
emand for professionals in revenue who remained in their current roles either
generating roles, such as sales did not receive a salary review or had
professionals across all industries and
lawyers in private practice, remained
high, and we expect this to continue in
2020.
n the financial services sector, highly
quantitative candidates will remain
in high demand, both in research
and trading strategy roles and risk
management positions.
VC-backed high-growth tech start-ups
were major hirers in 1 . he need for
hands-on leadership candidates will still
be a high priority for all early stage firms
looking to scale.
TORONTO
Canada witnessed a buoyant
recruitment market in 2019 as the 27LATIN AMERICA
2019 ongoing delays with the vote on
Brazil, Chile and Mexico all experienced pension reforms. Our presence in Latin America:
a challenging economic environment
in 2019, which saw central banks Despite these economic challenges • Brazil
cut interest rates to stimulate their the demand for specialist technology • Chile
economies. talent remained consistent across all
countries. hile construction suffered in • Mexico
Chile’s economic slowdown was driven Mexico, the energy sector grew in Chile
by weakening domestic demand and there was an increased shortage of
and a slumping copper price, which cyber security specialists in Brazil. of the oil and gas sectors, as well as
drives many aspects of the economy. the construction industry, will also start
In Mexico, it was widely agreed that 2020 to have an impact on the economy in
signs of economic stagnation were Brazil, Chile and Mexico could all take 2020, but the overall gains will still be
due to decisions made by the new very different paths in , leading to modest by international standards.
president, most notably the cancellation a very mixed recruitment outlook for the
of several high-profile construction region. The government’s focus on
projects, which shook investor economic equality policies at the
confidence and dampened hopes for After years of economic misery, Brazil expense of economic growth and
growth. In Brazil, early optimism that may finally see a long-awaited recovery decisions such as the cancellation
the new government would be good spurred on by pension reform, which of government contracts will
for business quickly cooled, following will most likely increase the level of likely have a negative impact on
a series of distracting scandals and foreign direct investment. The recovery the economy, especially in the
28 Robert Walters Salary Survey 2020construction and energy industries. online and deal with the e tra security There is increasing demand from
However, it remains to be seen if the challenges this presents. In many candidates for better work-life balance,
government’s budget stabilisation cases digital-first’ businesses are with firms having to offer e ible and
fund will be needed and if confidence taking most of the talent due to the innovative working options, which,
will return. attractiveness of this business model. in many cases, are just as important
as salary increases to professionals
Across the Andes, in Chile, where looking for their ne t career move. n
the business community has more addition to this, employers need to be
confidence in the government’s Despite economic able to demonstrate equal opportunities
ability to manage economic challenges the demand for for women in the workplace with proven
challenges, the planned injection of specialist technology talent e amples of women progressing their
USD $600 million into the country’s careers while having a family.
remained consistent across
budget (for road construction,
subsidised housing, healthcare and all countries. Firms should also consider hiring from
water projects) throughout 2020 international talent pools, where they
should see the economy weather can attract professionals who will often
any challenges better than most in be in the role for longer, which easily
the region. As a rule, employers seeking digital compensates for the time and cost of
skill sets are looking for multi-skilled arranging work visas.
HIRING TRENDS profiles, hoping to add greater value to
With independent and diverse their businesses, so there will be more
economic challenges across the demand for commercial finance profiles
region there are unique hiring as well as digital natives who combine
environments in each country; technology and marketing e pertise.
however, there are also some
common trends.
In all markets the recruitment of
professionals with a high level of
business English will remain a key
challenge, especially for finance,
commercial and engineering roles.
This is driven by two factors.
Firstly, in many global firms, e pats
are being replaced with local
employees, but as these roles are
the main interface with head office,
professionals with a high level of
uency in nglish are needed.
econdly, many domestic firms are
looking to e pand internationally, so
they are now competing with global
companies for the same talent.
In all countries there are shortages
of digital e perts, data scientists and
cyber security specialists, as firms
look to migrate their businesses
29AMSTERDAM EINDHOVEN ROTTERDAM UTRECHT
THE NETHERLANDS
2019
The state of the Dutch economy was excellent in 2019. The unemployment
rate was at an all time low, resulting in an increased scarcity in candidates
across all disciplines, especially at the junior and mid career level. In a
market where candidates were calling the shots, employers were forced
to act fast in their hiring processes, in order to avoid losing candidates.
Hiring levels were especially booming within the legal sector. Throughout
the year, there was a serious shortage of lawyers within private practice,
as a switch to an inhouse role became increasingly popular.
he ongoing trend of automation led to a merge of finance and positions.
This caused an increased demand for skilled business controllers and
professionals with BI experience, who can transform large amounts of data
into reports upon which organisations can base strategic decisions.
To confront the tight candidate market, companies turned to hiring more
expats from countries both within and outside the EU, such as Turkey and
South-Africa. Given that the political climate was unstable due to Brexit and
the trade war between the US and China, there was an upswing in temporary
contracts, offering organisations more e ibility. ompanies increasingly chose
for a temporary to permanent contract, allowing for fast hiring decisions.
After a period of hesitance to hire interim professionals caused
by the DBA legislation, interim demand showed stable levels
with highest demand for interim professionals with experience
in financial reporting, compliance and risk management.
egal firms were taking note
89%
OF PROFESSIONALS ARE OPEN TO
of millennials’ needs and
started to make changes
to working practices and
environment in order to
A JOB OFFER WHEN NOT ACTIVELY encourage retention
LOOKING
30 Robert Walters Salary Survey 2020You can also read
