The job market may have slowed, but there are still plenty of jobs on offer, data from one recruitment firm shows.
Beyond Recruitment has released its latest salary guide, which uses data from workplaces to determine the average salaries paid across a range of roles.
Chief executive Lisa Vise said wage growth had slowed and salaries had fallen for both permanent and temporary staff.
“In times of talent shortages, there was a battle to find people and there was what I call a hiring frenzy – a lot of employers were taking people on and talent was coming at a higher price but we saw talent being released into the market. The market saw immigration restrictions eased somewhat. There is More caution in the market, employers are not hiring as aggressively, and the balance of power has changed.
She said people should “leverage their skills and competencies” and explain the value they can bring to the organization when they apply for a job.
“Right now, people in organizations will be looking to find the right skills and competencies, but also the type of people who have the ability to change.”
People may stand out if they offer to help improve others’ business skills or share knowledge with an employer, she said.
“Ultimately, I think a lot of it has to do with productivity. One of the things I’ve heard from a lot of business leaders and CEOs is that we’ve seen this weird phenomenon where… we’re now seeing almost a lack of productivity. A lot of CEOs are saying, ‘I need to make my business “Productive.”
Most of the growth in salaries during the year was in highly specialized roles, she said.
“Salaries are more negotiable from an employer’s perspective. Ultimately, there will always be a demand for good skills and good people, and that will continue to be one of the barriers to business success – finding the right talent.
“We advise people to really look at their strengths, where they can improve their skills and where they can build their knowledge and do more to be present in the market… Employers will continue to hire – there will be no shortage of hiring but you have to make yourself really marketable. “Competition has now increased between candidates, before there was competition between employers.”
Beyond Recruitment salary data identified roles whose pay had increased from 2022. They included accounts assistants, who now earn $70,000 in Auckland, Wellington and Christchurch, audit managers, who earn an average of $140,000 across the country, and business associates Finance: $160,000.
“Roles such as payroll, AP/AR, and assistant accountants are in high demand, resulting in higher salaries, especially for mid-level positions,” the company report noted.
Chief financial officer salaries were unchanged, averaging $250,000. The company’s accountants who work on a permanent basis did receive a salary increase from an average of $120,000, but salaries for temporary employees increased to $70 an hour.
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Executive assistant wages have risen to an average of $80,000 across the country.
Across the country, salaries for senior construction site managers rose to $155,000, project managers to $150,000, and senior project managers to $175,000.
Wages for real estate asset managers rose to $130,000 – and temporary wages increased to $125 per hour in Wellington.
The median pay for commercial real estate managers was $140,000. Principal architects also received a pay increase during the year to an average of $200,000.
“In real estate, construction and architecture, professionals with specialized skills in sustainable architecture and seismic retrofitting earn higher salaries due to higher demand,” the report said.
All customer service and call center employees received pay raises, except for customer service managers, who were earning an average of $120,000. Beyond Recruitment said a client agent was paid an average of $58,000 in Auckland and Wellington and $56,000 in Christchurch.
Salaries for senior stakeholder engagement advisors also rose to $130,000 in Auckland, but did not rise to $125,000 in Wellington and $140,000 in Christchurch.
Business development managers in Auckland also received a pay rise, to $120,000, while Wellington managers received $100,000 and Christchurch $85,000.
Wellington sales bosses have increased their pay to $200,000, matching Auckland’s pay and beating Christchurch’s pay of $160,000.
Marketing managers in Auckland have raised their salaries to an average of $180,000 or $130 per hour on an interim basis, after being paid an average of $200,000 in Wellington and on par with Christchurch.
Many engineering jobs in Auckland and Wellington were higher paying, with senior structural engineers earning up to $150,000 in Auckland and Wellington, the equivalent of Christchurch. Senior geotechnical engineers have also reached $160,000 in median income across the country.
Principal policy advisors in government roles earned an average of $150,000, another room for increase.
Supply chain roles in Auckland have also seen salary growth, with supply chain managers in Auckland and Wellington earning an average of $140,000, compared to just $130,000 in Christchurch.
“In procurement, operations and supply chain, there is a growing gap between what contractors expect and what clients are willing to pay, especially for specialist roles such as senior ICT procurement professionals. Entry level candidates across sectors are also expecting higher wages, further widening the disparity.” Between candidate expectations and what employers can afford.
Beyond Recruitment said salaries were volatile in the technology, transformation and digital sectors. Network engineer salaries increased to $120,000 in Auckland and $130,000 in Wellington.
Software development managers in Auckland earned $165,000 more than the rest of the country, compared to $150,000 in Wellington and $140,000 in Christchurch.
“Salaries in Auckland are competitive, especially for roles affected by remote working arrangements. However, in Wellington, the contracting market has slowed, impacting salary trends in that region.