Senior CIOs and IT directors in Sydney continue to command higher salaries than their counterparts in other states, earning $350,000 per annum with Melbourne its nearest rival at $300,000, according to Peoplebank’s quarterly Salary and Employment Index.
Stephanie Christopher, national director of SHL Australia New Zealand, a company which assists companies — including recruitment firms — in their recruitment activities, says that for the more technical positions HR has to fill, “it would lean toward the line manager for advice; it would be the line manager who would have final say”.
That noise you hear is the scrape of chairs being pushed back, laptops snapping shut and your ICT staff walking out the door. The war for talent is on again — if it ever stopped — and as with all wars, there will be victors, survivors and casualties. Identifying, retaining and developing talent never gets easier. There are only degrees of difficulty. What should you do to attract and groom good people? How can you make your IT organisation one that offers interesting roles and compelling career prospects? How can you avoid becoming collateral damage in the war?
As the global financial crisis continues to bite and staff are laid off, the question of whether the recession presents an opportunity organisation to pick up some highly skilled workers at fire-sale prices has emerged.