AUCKLAND SALARY GUIDE - Scoopimg.scoop.co.nz/media/pdfs/0805/2008_Auckland_Salary_Guide.pdf ·...

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2008AUCKLAND

SALARY GUIDE

Table of ContentsA message from Robert Half . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

How data is collected . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

The hiring outlook . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Sample characteristics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Accountancy qualifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Accounting & finance salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

Salary negotiation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Exit interviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Current job status . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Job seeking behaviour . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Work/life balance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Overseas experience . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24

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3

A message from Robert HalfWelcome to the 2008 Robert Half Finance & Accounting Auckland Salary Guide. The guide, now in its fourth year, is designed to offer both employees and employers detailed salary information on most job functions within Auckland’s finance and accounting industry.

As well as addressing standard questions on salary, job seeking behaviour and working hours, we’ve also broached the topic of exit interviews to find out how they are perceived and what role they play in staff retention. All of the questions included in the salary guide are aimed to give you insight into the market trends in Auckland.

We are pleased to announce the recent launch of two new divisions in our Auckland office. Robert Half Technology and Robert Half Management Resources have now opened to cater to the continued demand for IT and project finance professionals. To learn more about these divisions and the markets they serve, please visit roberthalf.co.nz

We look forward to assisting you with your staffing needs in Auckland or throughout our global network of 360 offices in Asia Pacific, Europe, North America and South America.

How data is collectedThe 2008 Auckland Salary Survey was emailed to the Robert Half database and was live from 28 January to 15 February 2008. In this time, 1,158 finance professionals completed this online survey.

The results of the survey were collated and analysed by Galaxy Research, an independent accredited market research company.

Please note that the salary ranges within each job category reflect salary packages, including bonuses and other financial benefits.

The hiring outlookIn addition to this Salary Guide, we also produce the Global Financial Employment Monitor, which provides insight into the global hiring intentions in accounting and finance. Results are used to develop an overview of the current employment environment and focus on topics such as the challenge of finding skilled professionals, time to hire, key attributes sought in employees and staff retention.

This global survey is conducted once a year across 17 countries, including Australia, Belgium, Canada, Czech Republic, France, Germany, Hong Kong, Ireland, Italy, Japan, Luxembourg, New Zealand, Spain, Switzerland, The Netherlands, United Kingdom and the United States.

According to the latest results, over half of New Zealand employers are having difficulty finding skilled candidates. The areas suffering the biggest shortages were operational support (eg credit, bookkeeping, payroll) and general accounting roles.

4

Sample characteristicsAuckland RegionThe majority of respondents are from the Auckland CBD with representation in the city fringe areas and other business districts throughout the Auckland metropolitan area.

Regional Breakdown %

Auckland CBD 35

Auckland City Fringe 23

North Auckland 10

South Auckland 21

East Auckland 6

West Auckland 5

GenderOnce again, we have an even spread of male and female respondents for this year’s survey.

Gender %

Male 51

Female 49

AgeThe majority of respondents represented in this survey are in the 25-55 age range. This is an accurate representation of our clients and candidates who work in all levels of finance from accounts clerk to chief financial officer.

Age %

Under 25 2

25-34 34

36-45 37

46-55 21

56-65 6

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5

Business sectorsThe three main sectors represented in the survey are manufacturing/construction, financial services and property & business services.

Business sector %

Manufacturing/construction 14

Financial services 13

Property & business services 13

Accountancy practice 9

FMCG 9

Retail 7

Public sector 5

Pharmaceutical/healthcare 4

Media/entertainment/publishing 4

IT/software/technology 3

Transport & storage 3

Telecommunications 3

Agriculture/forestry & fishing 3

Utilities/energy 2

Not for profit/charity 2

Education 2

Travel/tourism/hospitality 2

Other 2

Accountancy qualificationsDo you hold a professional accountancy qualification?

16%Currently studying

towards professional qualifications

28%No

56%Yes

Echoing last year’s results, the majority of respondents are either fully qualified or studying towards their professional accountancy qualification. These figures remain largely unchanged from 2007, showing a steady stream of finance professionals gaining their accreditation.

79% of fully qualified respondents are members of the New Zealand Institute of Chartered Accountants, with the remaining qualifications consisting of Associate Chartered Accountants of New Zealand, CPA Australia, Chartered Institute of Management Accountants, UK Chartered Accountants and Accounting Technicians.

How many years’ experience do you have in the finance & accounting industry?

Years of Experience %

Less than 1 year 1

1-3 years 8

4-5 years 7

6-9 years 18

10-19 years 36

20 years or more 30

Most of the respondents have more than six years experience in the industry which is an accurate reflection of the age group of the sample size.

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7

What type of training/development would you find most valuable at this stage in your career?

% of respondents

Leadership/management skills

Career counselling

How to build an effectivefinance team

Negotiation skills

Presentation skills

How to hire andretain staff

How to manage your career while overseas

Other

53%

16%

12%

10%

7%

2%0

10 20 30 40 50

45%

12%

10%

9%

7%

5%

6%

6%

The above graph shows that finance professionals are crying out for training to improve their leadership and management skills. It is essential that employers support the promotion of staff into leadership positions by providing them with the right training and mentoring opportunities. It is commonly quoted that the younger generations are motivated by inspirational leadership which highlights the importance of building staff skills in this area. Employers should also consider training junior members of staff in these areas so that they are well equipped when a management opportunity presents itself.

The graph indicates a combined 16% are seeking training on building an effective team and attracting and retaining staff. This continues to be a major focus for finance departments with the ongoing skills shortage.

The ‘Other’ category represented development in systems skills and further technical education such as the MBA and related courses.

Accounting & finance salariesIn this survey, we asked respondents to select their salary range according to their full cash package in order to get an accurate reflection of the monetary benefits that finance professionals are receiving across all levels.

In most job categories we can see a slight increase over last year’s data, reflecting the continued tight demand for these roles.

Understanding the salary dataWe have broken down some job titles by company turnover and others by years of experience. This is because certain roles (eg CFOs) have significant differences in salaries, which are illustrated more accurately when turnover is taken into account. In other roles (eg Finance Managers) turnover is less relevant than years of experience when measuring the salary within that function. As the role of Business Advisory Services is specific to chartered accounting firms, the salaries for this role only have been measured on level of accountancy qualification.

CFO

Company Turnover ($ millions) 2007 Salary Range 2008 Salary Range

>$250 $250,000 + $250,000 +

$100-$250 $190,000 - $230,000 $230,000 - $250,000 +

$50-$99 $150,000 - $210,000 $170,000 - $230,000

<$50 $140,000 - $190,000 $140,000 - $210,000

Financial Controller


>$250 $150,000 - $200,000 $150,000 - $200,000

$100-$250 $120,000 - $190,000 $140,000 - $210,000

$50-$99 $110,000 - $190,000 $140,000 - $190,000

<$50 $100,000 - $170,000 $110,000 - $170,000

Finance Manager

Experience 2007 Salary Range 2008 Salary Range

10 + years $95,000 - $140,000 $110,000 - $150,000

6-9 years $95,000 - $130,000 $105,000 - $150,000

0-5 years $80,000 - $100,000 $85,000 - $100,000

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9

Commercial Manager


>$250 $130,000 - $190,000 $130,000 - $190,000

$100-$250 $120,000 - $170,000 $130,000 - $170,000

$50-$99 $110,000 - $150,000 $120,000 - $150,000

<$50 $90,000 - $140,000 $110,000 - $140,000

Business/Financial Analyst


>$250 $85,000 - $120,000 $95,000 - $130,000

$100-$250 $80,000 - $120,000 $90,000 - $120,000

$50-$99 $80,000 - $90,000 $85,000 - $105,000

<$50 $65,000 - $95,000 $70,000 - $95,000

Management Accountant


6 + years $80,000 - $120,000 $85,000 - $120,000

4-5 years $65,000 - $90,000 $75,000 - $90,000

0-3 years $60,000 - $75,000 $65,000 - $80,000

General/Financial Accountant


6 + years $75,000 - $100,000 $85,000 - $105,000

4-5 years $60,000 - $95,000 $65,000 - $95,000

0-3 years $55,000 - $70,000 $55,000 - $75,000

Assistant Accountant


6 + years $52,500 - $70,000 $55,000 - $70,000

4-5 years $50,000 - $65,000 $52,500 - $65,000

0-3 years $45,000 - $55,000 $50,000 - $60,000

Auditor


10 + years $130,000 - $190,000 $130,000 - $190,000

6-9 years $65,000 - $96,000 $75,000 - $110,000

0-5 years $45,000 - $70,000 $50,000 - $70,000

Business Advisory Services

Qualifications 2007 Salary Range 2008 Salary Range

Fully qualified $60,000 - $110,000 $80,000 - $130,000

Part qualified $50,000 - $75,000 $50,000 - $85,000

Credit & Collections

Title 2007 Salary Range 2008 Salary Range

Credit Manager $65,000 - $90,000 $65,000 - $95,000

Credit Controller $42,500 - $55,000 $42,500 - $60,000

Payroll


Payroll Manager $60,000 - $85,000 $65,000 - $85,000

Payroll Clerk $45,000 - $55,000 $50,000 - $60,000

Accounts Payable/Receivable


AP/AR Manager $50,000 - $70,000 $52,500 - $75,000

AP/AR Clerk $37,500 - $47,500 $42,500 - $50,000

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11

Salary negotiationHow much has your salary increased over the last 12 months?

39%

My salary increased

by up to 5%

18%

My salary increased

by over 10%

22%

My salary increased

by 6-10%

21%

My salary has

not increased

The above graph shows very similar results to 2007 with the majority of respondents receiving salary increases in the past 12 months. The high demand for finance professionals continues to push salaries up, however almost a quarter of respondents (21%) have not received a salary increase in the past year.

Is any part of your salary dependent upon performance criteria?

42%

No part of my salary

package is determined

on performance

(company or personal)

37%

9%

12%

Yes, a percentage is

based on company

performance


based on company

performance


attributed to both company

and personal performance

Mirroring last year’s results, almost half of the survey respondents do not have any part of their salary package tied to performance. Employers should consider implementing results-based rewards to get the most out of their staff and to provide a measuring tool when it comes to annual salary reviews.

What percentage of your salary package is at risk?

35%

Less than 5%

15%

10-15%

11%

15-20%

11%

More than 20%

28%

5-10%

As seen in 2007, the majority of respondents have less than 10% of their package at risk. The more you earn, the greater the percentage risk on your salary – 38% of those earning over $100,000 had 15% or more of their salary dependent on performance.

Currently, how often do you negotiate your salary package?

76%

Once a year

5%

Twice a year

6%

Longer than a year

13%

Never

It is most common for respondents to negotiate their salary on an annual basis. Surprisingly, a combined 19% are either negotiating their salary less than once a year or not at all. If employers want to keep their staff, they need to offer regular opportunities to discuss salary and other related benefits.

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13

Have you researched the job market in preparation for a salary negotiation with your employer?

% of respondents

0 10 20 30 40 50

No, I just prepare based on my own

performance and expectations

Yes, by reviewing jobs

in the newspaper

Yes, by speaking to

a recruitment firm

Yes, by reviewing

similar jobs online

Yes, by consulting

a salary guide38%

33%

15%

11%

42%

Salary guides remain the most popular reference tool for salary negotiation followed closely by reviewing online job ads. The percentage of those who don’t do any research has actually risen by 4% since 2007. If employees want to secure a pay rise, it is essential that they do the necessary preparation in order to put a valid case to their employer.

Do you believe it is necessary to move companies to gain greater bargaining power in salary

negotiations? (By job title)

% believe need to move to negotiate

0 10 20 30 40 50 60 70 80

CFO

Commercial Manager


AP/AR Manager

Credit Manager

Payroll Manager

Credit Controller

Finance Manager




Payroll Clerk

Financial Accountant


AP/AR Clerk

Auditor 71%

69%

65%

64%

64%

62%

60%

59%

59%

55%

50%

50%

48%

46%

42%

36%

Many employees still believe that they need to move companies to gain greater bargaining power in salary negotiations. This remains prominent amongst the more junior roles, however a large number of Auditors, Business/Financial Analysts, Finance Managers and qualified Accountants are also of this mindset.

Exit interviewsDo you consider exit interviews worthwhile?

28%

No

72%

Yes

Have you ever taken part in an exit interview when leaving a job?

13%

Yes, more than once

30%

Yes, once57%

No

More than half (57%) of the respondents have never taken part in an exit interview yet the large majority (72%) believe they are worthwhile.

When asked if they felt comfortable being honest with their employer in an exit interview, 69% of respondents said that they gave their genuine reasons for leaving and constructive feedback. A mere 7% said they didn’t give their reasons for leaving and the remaining 24% were sometimes honest and sometimes not. Based on this information, more employers should consider implementing an exit interview process to understand why their employees are leaving and how they can improve their work environment to boost staff retention.

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15

BenefitsWhat benefits do you receive from your employer?

% of respondents

0 10 20 30 40 50 60

Other

Childcare

Mortgage relief/discount rate

Travel

Car allowance

Leisure facilities/

gym membership

Income protection

Company car

Shares or options

Healthcare (fully subsidised)

Life insurance

Healthcare (group scheme)

Payment of further

educational expense

Superannuation/KiwiSaver

above requirements

Laptop

Staff purchasing/discounts

Cell/mobile phone

Bonus

Car parking 51%

49%

36%

35%

31%

31%

28%

26%

19%

13%

11%

11%

10%

9%

8%

7%

1%

3%

10%

The most common benefit amongst finance professionals continues to be car parking (51%) followed by bonus (49%) which is consistent with the results from last year.

The ‘Other’ category consisted of payment of professional membership fees, additional leave, fuel cards and home office expenses.

How satisfied or dissatisfied are you with your current salary and benefits package? (By job title)

very dissatisfieddissatisfiednot suresatisfiedvery satisfied

CFO

AP/AR Manager

Commercial Manager


Credit Manager

Finance Manager



Payroll Manager

Business / Financial Analyst



Auditor

AP/AR Clerk

Payroll Clerk

Credit Controller

% of respondents

0 20 40 60 80 100

21 64 10 5

13 48 22 13 4

11 64 13 9 3

11 47 22 13 7

11 39 28 17 5

10 56 18 14 2

10 44 22 23 1

9 57 26 7 1

9 50 32 9

7 55 18 16 4

6 45 26 23

5 44 27 18 6

3 34 21 31 11

2 34 33 28 3

64 27 9

47 27 21 5

Overall, 59% of all respondents are either satisfied or very satisfied with their current salary and benefits package.

A key difference with this year’s satisfaction levels is that the percentage of CFOs who are very satisfied with their salary and benefits package has increased from 10% in 2007 to 21% in 2008. Many of the results remained the same from 2007 with the more junior roles such as Credit Controllers, Payroll Clerks and AP/AR Clerks amongst the most dissatisfied when it comes to their salary package.

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17

Which of the following would influence you to accept a slightly lower salary?

35%

13%

12%

11%

7%

5%

4%

3%

2%

2%

2%

2%

2%

% of respondents 0 10 20 30 40 50

Insurance

Flexible sick leave / duvet days

Employer brand

Additional super contributions

Fast tracked career progression

Work for an inspirational leader

Organisational culture

Extra holiday

Ability to work from home

Location

Flexible hours 49%

39%

37%

44%

39%

33%

32%

22%

18%

9%

8%

We introduced this question for the first time this year to determine what the key non-financial motivators are for job seekers.

The results illustrated in the above graph are no surprise with lifestyle being the key motivating factor influencing finance professionals to take a lower salary. Flexible hours, location, ability to work from home and extra holiday all scored highly and demonstrates the need for employers to look beyond financial benefits in order to retain staff.

Current job statusHow long have you been in your current job?

29%

Less than 1 year

42%

1-3 years

12%

4-5 years

11%

6-9 years

6%

10 years +

How long have you been in your current job? (By job title)

More than 10 years

6-9 years4-5 years1-3 yearsLess than one year

AP/AR Clerk

Payroll Clerk


Credit Controller



Commercial Manager

Credit Manager

Finance Manager



Payroll Manager


CFO

AP/AR Manager

Auditor

% of respondents

0 20 40 60 80 100

46 43 5 6

45 45 10

45 41 10 3 1

42 42 11 5

41 49 7 3

35 41 8 9 7

33 44 8 11 4

34 22 33 11

31 42 12 11 4

28 52 11 4 5

27 40 15 13 5

23 32 27 14 4

17 41 18 17 7

16 35 15 22 12

14 30 30 4 22

11 63 17 9

The above graph shows that there is still a great deal of candidate movement in the market due to the number of job opportunities available for finance professionals. This trend continues primarily amongst the more junior roles but is also having a significant impact on Finance Managers, Management Accountants and Commercial Managers.

18

19

Job seeking behaviourAre you seeking a new job?

53%

No

12%

Yes, actively

35%

Yes, thinking about it

Are you seeking a new job? (By job title)

NoYes, thinking about it

Yes, actively

% of respondents 0 20 40 60 80 100

CFO

Commercial Manager


Finance Manager


AP/AR Manager


Credit Manager

Credit Controller

Payroll Manager


Auditor



AP/AR Clerk

Payroll Clerk 27 18 55

23 34 43

21 41 38

18 27 55

17 46 37

17 33 50

14 50 36

13 45 42

11 39 50

10 32 58

9 39 52

9 38 53

8 33 59

7 41 52

7 36 58

7 26 67

There continues to be a significant number of finance professionals in Auckland considering a job change. The trend is highest amongst roles in payroll and accounts payable / receivable but is significant across all positions in finance. With just under half of all respondents either actively or passively looking for work, employers need to be speaking with their finance teams to determine what career plans they can put in place to keep their staff.

What methods are you using/would you use to look for a new job?

% of respondents

0 20 40 60 80 100

Other

Online networking

Networking (friends/contacts/families)

Newspapers

Internet job boards

Recruitment firms/agencies 81%

73%

54%

46%

10%

1%

Compared with 2007, a larger percentage of respondents would approach a recruitment firm to look for a new job. Internet job boards have dropped slightly along with newspapers. However networking, whether it be online (Facebook, MySpace, LinkedIn etc) or face-to-face, is emerging as a significant way to build professional contacts which can lead to job opportunities.

What is/are the main reason/s you are looking?

% of respondents

0 10 20 30 40 50 60

Other

Ability to work from home

Seeking flexible hours arrangement

Change of career path

Looking for a more suitable location

Increased job opportunities in the market

Looking for inspirational leadership

Seeking a better workplace culture

Increased responsibilities/challenges

Pay increase

Better career development potential 52%

50%

30%

29%

23%

23%

22%

18%

18%

11%

9%

Better career development potential and pay increases are the two most popular reasons for finance professionals seeking a new job. This year we allowed respondents to select all applicable options which saw increases on all categories, particularly in relation to ‘pay increase’.

The ‘Other’ category consisted of those who were made redundant, ended their contract or were relocating either within or outside of New Zealand.

20

21

Work/life balanceHow many hours do you work in an average week? (By job title)

>55 hrs/week46-55 hrs/week

39-45 hrs/week

25-38 hrs/week

<25 hrs/week

0 20 40 60 80 100


Credit Controller

Payroll Clerk

Business Analyst


AP/AR Clerk



Credit Manager

Finance Manager

AP/AR Manager

Payroll Manager

Commercial Manager


Auditor

CFO 1 24 49 26

14 55 17 14

1 4 37 45 13

2 4 36 49 9

5 63 23 9

4 65 22 9

1 7 47 38 7

11 61 22 6

3 10 64 21 2

7 16 59 16 2

3 16 77 2 2

1 6 68 24 1

8 72 20

27 55 18

5 13 68 14

4 9 77 10

% of respondents

Senior finance professionals in Auckland continue to work long hours with 75% of CFOs working more than 46 hours per week, an increase of 9% on 2007. Payroll Managers continue to be high on the rankings when it comes to working hours and AP/AR Managers have increased their hours in the last year, with 9% working more than 55 hours per week compared to zero in 2007.

In the 2007 Robert Half Workplace Survey, we asked 5,098 managers across 17 countries about their working hours, and found 17% of New Zealand managers worked three weekends or more a month.

When comparing New Zealand with Australia and Ireland, New Zealand managers reported the largest increase in working hours over the past five years, with 46% of managers saying they were working at least five hours more a week, compared with 45% of Australians and just 22% of Irish managers.

The main reason for working longer hours was the same in all three countries – the managers had taken on more responsibility and felt more pressure. The second most common reason across all three was that company growth led to a higher workload.

Is there pressure on you to work additional hours? (By job title)

NeverSometimes Often Very often Always

0 20 40 60 80 100

Credit Controller

Credit Manager

AP/AR Clerk


AP/AR Manager





Finance Manager

Payroll Manager


CFO

Commercial Manager

Payroll Clerk

Auditor 20 11 14 38 17

18 9 9 46 18

13 11 18 47 11

10 23 26 33 8

10 10 18 50 12

9 23 50 18

7 19 20 46 8

7 2 18 42 31

5 10 17 54 14

5 4 7 64 20

4 13 12 54 17

4 5 13 74 4

3 7 22 53 15

2 3 12 52 31

12 33 44 11

5 5 37 53

% of respondents

The pressure to work additional hours is seen across all job titles, some more so than others. 39% of all respondents admitted that they had taken on extra work within their department to cover the workload of a staff member who had left and not been replaced. With most positions within these finance departments taking between 1-3 months to fill, and under half these organisations using temporary resources to manage the workload, it is inevitable that existing employees will suffer with increased working hours.

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23

If you had a requirement for part time or flexible hours, do you feel your employer would be

responsive to such a request?

37%

No

63%

Yes

It is positive to see that 63% of respondents believe that their employer would be open to a request of flexible or part-time hours. In the 2007 Robert Half Financial Directions Survey we found that 37% of New Zealand finance managers believed their biggest management challenge was balancing work and home life. At the same time, 48% stated that flexible working hours were their most valuable benefit which only proves that employers must be open to these types of work arrangements in such a candidate short market.

Overseas experienceHave you ever worked overseas in the accounting/finance sector?

49%

No51%

Yes

Do you plan to work overseas in the accounting/finance sector in the future?

68%

No

32%

Yes

The majority of respondents who are planning to work overseas in the future are under 35, currently studying towards their professional qualification and have less than three years’ working experience. This indicates that the Kiwi OE is still popular, especially for younger professionals who relocate after obtaining their accounting credentials.

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25

When do you plan to go overseas?

6%

Within 3 months

8%

3-6 months

24%

6-12 months

62%

In a few years

Most of the respondents planning on moving overseas will do so in the next few years. The decision to relocate is a big one involving a lot of research and preparation and this is reflected in the results. It also indicates that many planning to leave New Zealand are waiting until the right time (eg. completing education) before setting off on their travels abroad.

In which location do you plan to work?

% of respondents

0 5 10 15 20 25 30 35 40

Other

Japan

Canada

Singapore

Europe

China

USA

Hong Kong

Middle East

UK

Australia37%

28%

6%

5%

4%

4%

4%

3%

2%

1%

6%

Australia and the UK continue to be the most popular destinations for Kiwis to live and work. However, Middle East and Hong Kong have increased in popularity since 2007. The ‘Other’ category included other Asian countries such as Malaysia, Thailand and Indonesia as well as the tax haven of the Cayman Islands.

When asked what resources they would use to research a move abroad, 79% of respondents said that they would speak to a recruitment firm. At Robert Half we understand that finance professionals need to prepare for an overseas experience, which is why we created www.financejobsabroad.com This website helps our candidates research the job market in their location of choice as well as find out the finer details of living in their chosen destination, such as finding a place to live and setting up a bank account.

What is/are your motivation/s to consider working overseas?

% of respondents

0 10 20 30 40 50 60 70 80

Other

Opportunities for a working holiday

Quality of life

Family

Opportunity to experience life in another city

Better career opportunities

Better earning potential 69%

53%

50%

25%

24%

24%

2%

The above graph illustrates the key reasons why finance professionals would leave New Zealand for overseas. Kiwis continue to seek better earning potential and career opportunites and this trend is set to continue as New Zealand businesses struggle to compete with the opportunities offered in Australia and the UK.

26

AUCKLANDLevel 38, ANZ Centre29 Albert StreetAuckland Tel: 09 915 6700Fax: 09 353 1570Email: [email protected]

For further information, please contact us:

www.roberthalf.co.nz© 2008 Robert Half. An Equal Opportunity Employer.

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Robert Half Finance & Accounting is a division of Robert Half International which pioneered

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company is traded on the New York Stock Exchange and operates around the world placing highly

qualified professionals on a temporary and permanent basis.

Visit our website at www.roberthalf.co.nz

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