The Business Services Salary Guide & Insights 2021 - WOW ...
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The Business Services Salary Guide & Insights 2021
Contents
4 The Year in Review
6 Talent Trends and Changing
Candidate Expectations
8 Skills in Demand
9 Outlook for the Year Ahead
10 Salary Tables
Overview
The events of the past year have reshaped the Business Services market as we
know it, and although there are a number of lingering effects from COVID-19,
rising hiring activity, talent shortages and changing candidate expectations have
transformed the dynamics of recruiting talent.
In this report, we analyse the ups and downs of 2020, key talent trends that are
transforming today’s market and predictions for the coming year, as well as the
latest salary data for a comprehensive range of Business Services roles.
We hope you find this report valuable as you seek to understand the current
drivers disrupting the market, research the salary ranges that will make your roles
attractive to top talent or benchmark your own pay against the industry average.
If you would like to discuss any of these insights further, please don’t hesitate to
get in touch with us.
Emily McLeod Daniel Tonkin
Co-Founder & Director Co-Founder & Director
Recruitment happy 3
The Year Following the initial uncertainty
of COVID-19, businesses began to
in Review regain their confidence and hiring
activity rebounded as a result.
Off the back of COVID-19, we have seen an increase in confidence A year on, and the number of roles being advertised across all job boards
across the market. Most businesses within Tech, Finance, Professional is rising steadily each month. As a result of the growing competition for
Services and Transport & Logistics. These have thrived in comparison talent and greater job availability, we are also seeing a slow decrease in
to other economies around the globe, and are now looking to grow their candidate availability as demand exceeds supply.
teams. There has also been notable movement from other industries
that have been unable to fully recover due to health advice and and COVID-19 not only impacted the talent available, but also the ways
restrictions, resulting in their inability to function at capacity. recruiters and employers had to communicate to find talent. Businesses
had to enable them to operate within health guidelines, such as working
When COVID-19 first hit, there was an initial decrease in jobs being from home, which required businesses to make a huge investment
advertised with businesses being unsure about their path forward, in training and purchasing technology to support remote teams. We
along with a spike in the number of candidates looking for work. As noticed a significant increase in demand for businesses already selling
the pandemic progressed and organisations slowly became more online, as well as those transitioning online. The return of consumer
confident in their ability to work through the challenges, hiring activity confidence in addition to the resulting growth that many organisations
began to recover. Sales & Marketing was among the fastest to bounce experienced has created a notable demand for support staff.
back, beginning to recover as early as May 2020, with Business Services
taking slightly longer and beginning to get back on track towards the last
quarter of 2020.
4 Recruitment happy
13.4%
We have seen a 13.4% increase in the
number of jobs being advertised across
all job boards compared to the same
time last year.
https://www.linkedin.com/feed/update/urn:li:activity:6772995975922491392/
Recruitment happy 5
Talent Trends and
As we touched on previously, there was a huge increase in candidates
around April 2020, followed by a sharp reduction late in the first quarter
of 2021. With that being said, we have found that more people are moving
Changing Candidate
into this sector than leaving, with many candidates coming from the
Travel, Hospitality & Tourism industries.
Expectations
Post-COVID-19, candidate expectations have shifted significantly,
triggering numerous changes in the market. Candidates are looking
for flexibility (such as working from home), training and fulfilment
more than salary, with many focused largely on work/life balance,
certainty in role, including job security, growth and enjoymen in their
work when considering new opportunities. Companies are attempting
to accommodate this without losing the culture they have spent years
cultivating. Many organisations are building a hybrid model as a way
to enable working from home, challenges may arise if businesses are
unable to facilitate and support flexible work.
Flexibility, fulfillment in their work and training
and development opportunities have become
much more important to candidates.
6 Recruitment happy
In terms of salary, candidates’ pay expectations have been generally on
par with what clients are offering. Candidates were willing to compromise
on their salaries in 2020 due to uncertainty in the market. However,
coming into 2021, they have their confidence back and are less willing
to compromise. At the same time, the increase in jobs available and
decrease in talent mean we may see a slight increase in salaries in the
coming months.
Recruitment happy 7
Skills in Demand
Due to the level of talent available at the peak of COVID-19, many
candidates possessed the skills and qualifications required for roles,
with companies using this opportunity to bring sought-after expertise
and experience into their team. After a period of so much adversity,
skills such as resilience, flexibility, autonomy and the ability to adapt
quickly to change and lean into challenges are more in demand now
than ever before.
As the market has become more competitive, clients are more open to
the idea of hiring individuals who will add to the culture, solve complex
problems, have the right attitude and are willing to learn. The top priorities
for the clients we are working with are relevant experience, cultural fit,
transferable skills, problem-solving skills and the ability to motivate
themselves and/or others.
8 Recruitment happy
Outlook for the
Year Ahead
The job market trends are likely to continue growing over the next 12 The recruitment trends that have recently emerged in the market look
months, with talent gradually decreasing until international borders set to continue, with companies hiring more based on culture and what
open and expand talent pools beyond just domestic job seekers. someone can bring to the business rather than skills and qualifications.
Once more international talent becomes available, we should see To secure the talent they need, businesses will need to fully understand
a relatively stable market – without this, we may continue to see a what they are looking for and be open to flexibility when it comes to
highly competitive and dynamic environment. While this will have training and development. The dynamic nature of hybrid work is having
implications on the job market, the impacts are not yet clear, although ongoing effects on the market, we are expecting to see more companies
one possible effect is a potential increase in the salaries being offered in hire people they trust and who fit within the operational requirements. In
high demand roles. addition, focusing on what they can offer candidates in terms of growth
opportunities and how they can market this in the hiring process will also
be vital when attracting new talent.
The market is likely to remain
highly competitive until overseas
candidates re-enter the talent pool.
Recruitment happy 9Business Services Salaries
Job Title Perm Perm Average
(Low) (000’s) (High) (000’s) (000’s)
Data Entry Clerk $41 $46 $43
Jnr Receptionist $46 $61 $51
Jnr Team Assistant $49 $61 $56
Sales Coordinator $49 $71 $61
Receptionist $55 $70 $63
Administration Assistant $50 $60 $55
Administration Officer $55 $70 $63
Snr Team Assistant $57 $71 $61
Customer Service Rep $60 $75 $68
Project Coordinator $61 $87 $77
Customer Service Team Leader $70 $90 $80
PA $72 $95 $84
10 Recruitment happyBusiness Services Salaries
Job Title Perm Perm Average
(Low) (000’s) (High) (000’s) (000’s)
Office Manager $80 $110 $95
EA $90 $130 $110
Operations Manager $110 $190 $132
Business Analysts - Business Process $102 $143 $122
Business Analyst - Tech $82 $122 $102
Business Analyst - Data $82 $122 $102
Business Analyst - Finance $82 $122 $102
HR Admin $60 $70 $65
HR Coordinator $65 $80 $70
People and Culture Advisor $80 $110 $90
People and Culture Manager $133 $204 $153
Internal Recruiter (Recruitment Coordinator) $66 $77 $71
People and Culture Business Partner $102 $153 $143
Recruitment happy 11About WOW Recruitment WOW did we get here? When we launched WOW back in 2017 we felt that the recruitment industry was losing its personal touch – with a shift to online relationships, client inboxes full of random CVs and disenchantment rising. It was becoming a numbers game – when it’s always been about people. We focused on 3 simple things; really understanding our clients’ needs, caring for our candidates and their situations and creating an inspiring place of work where great consultants wanted to be. Everyone liked this approach and we’ve grown through their word of mouth. Now recruiting for roles from Sydney to Salt Lake City – we’re still people who take the time to know people – and that’s the secret to recruitment happiness. Ready to be recruitment happy? We are experts in Sales, Marketing, Technology, Retail, Business Services and Contact Centre recruitment but through our expansive network we frequently find exceptional candidates in other areas. With our high level research, in-depth process and instinct for recruitment we’re comfortable taking on even the toughest of briefs. 12 Recruitment happy
Get in Touch
We do recruitment that makes 02 8320 0683
everyone happy. If you’re an info@wowrecruitment.com.au
employer who needs your
Level 4, 241 Castlereagh Street
next great candidate or you’re
Sydney 2000
a candidate looking to do
what you love, contact us. wowrecruitment.com.au
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