Hays Information Technology
January - March 2012
Hotspots
There is ongoing demand for Java and Java Swing experts. We have seen significant recruitment activity within this area, which has created a skills shortage in the market.
A continuing trend towards a web oriented work environment and integration of the business as a whole is creating demand for candidates with web based application development skills using .NET and SharePoint. There is also a continued increase in demand for skilled SQL BI/data warehouse consultants. Almost all .NET jobs are .NET 4.0 and we are seeing a high demand for WPF XAML and data binding, MVVM, MVC3 and web services.
Oracle SOA suite is a very skill short technology that is increasingly sought by Solution Providers.
HTML5 is a new technology that is replacing Flash. iPhones are not supporting flash and the recent news that Adobe will stop the Flash product will increase the demand for HTML5 skills.
C++ and Java are always in demand.
Infrastructure
There has been a high demand for skills within Storage and Virtualisation technologies and this will continue. IT Integrators/Outsourcers have recently recruited a large number of these skills which has created a skills shortage. We are looking interstate and overseas to find the right resources.
The demand for quality Service Desk candidates remains.
Business
We expect continued demand for Business Analysts, in particular those with skills in Microsoft SharePoint and ERP Systems (including the Oracle eBusiness Suite). Many organisations have been unsuccessful in their efforts to source suitable candidates and are still looking to recruit them.
There has also been demand for Project Management professionals, in particular Project Schedulers and Project Coordinators. This demand is increasing as a result of large programs of work commencing and requiring experienced Project/Program Schedulers to manage complicated scheduling and reporting needs.
There is also a shortage of suitably skilled Information Management candidates in the market.
In terms of sectors, most activity is coming from the mining sector, where a number of projects are underway and require Project Managers, Business Analysts and Architects.
Overcoming skills shortages
Within development organisations are now placing greater emphasis on training and up-skilling staff for less critical roles. For example, we've recently seen a rise in the number of employers recruiting graduate and intermediate developers to tackle the skills shortage.
Within both development and business, many organisations are receptive to sourcing talent from overseas to address their skill needs. Some employers who have never considered sponsorship are now considering this option and are looking at candidates through our Hays global network. We are also working with several organisations to actively source specialist talent from the UK.
Candidates are looking for the best offer. As a result, organisations that offer career development, ongoing training and take a proactive interest in their staff are best positioned to attract and retain top candidates.
Within infrastructure, employers are aware that they need to act quickly and offer competitive salaries to secure the best resources. They also want to know more about candidates relocating on skilled migrant visas.
The coming quarter
This quarter we expect to see companies feeling more comfortable to recruit permanent staff, although new temporary assignments will still be created. Companies are planning to increase their development headcounts towards the end of January, and we expect to see particular movement for Java and Java Swing and within Microsoft technologies.
Both permanent and contract opportunities in infrastructure will increase in the first quarter of 2012. Within business we expect to see an increase in contract demand, especially temporary Business Analysts.
In terms of active sectors, there is an increased requirement for staff in SMEs who consult and develop solutions for the mining and oil & gas sectors. There will be a much greater increase in permanent hires in this sector.
Executive recruitment
Sporadic recruitment activity is evident at an executive level as employers replace departing staff rather than create new positions.
Employer trends
Within development, employers are continually searching for talent and will often undertake a 'talent campaign' to attract candidates. This involves web, print and marketing and is delivering outstanding results.
Within infrastructure, employers are shortening recruitment timeframes to ensure they do not miss out on highly skilled resources. They are also aware that they need to offer competitive salaries as well as offer regular salary increases to current staff to retain them.
Companies are selling the culture of their organisation more than their product base or projects to attract candidates.
Candidate trends
The market is turning towards candidate short. As a result, candidates are requesting higher salaries or rates, specialist skills are in demand and available candidates often have unrealistic expectations.
Development candidates are looking for roles that offer higher wages, strong career paths and training. Infrastructure candidates are secured very quickly. We have seen highly skilled candidates relocating from interstate or overseas and they are often secured before their move.
Candidate levels within business have generally remained steady. In some areas, such as for Business Analysts, candidates have moved to the contracting market to take advantage of attractive rates and demand. This has had some impact on the availability of suitable candidates in the permanent market.
