by Divina Paredes

Survey finds most NZ CIOs satisfied with their jobs, but are keeping their options open

Aug 09, 2016
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More than 50 per cent of New Zealanders working in technology and digital jobs are planning to change jobs within the next 12 months, according to the latest Global Attract New Zealand IT Recruitment Market Insights Salary Guide.

The research shows that, on average, 60 per cent of workers across five key areas – devops and infrastructure; financial services; IT executive; software development, testing and QA; and project management – plan to look for a new role in the next year.

The IT executive market – which includes CIOs – remains moderately mobile with 54 per cent of respondents planning on changing jobs in the next 12 months.

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Senior IT executives must keep ahead of digital transformation trends, UX design and areas where customer interaction is keyDave Newick, Global Attract NZ

The majority of IT executives (41 per cent) say their top challenge is balancing the need for innovation with budgets. In spite of these challenges, the majority of IT executives (69 per cent) are either very or fairly satisfied in their roles.

The survey, meanwhile, notes major changes in the CIO role ahead as their position shifts from traditional technology manager to key innovator with influence across the business.

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The survey found that respondents believe the role of the CIO has become more business focussed (39 per cent), that CIOs are now required to demonstrate how and where they have added value (17 per cent), that the role has become more customer centric (14 per cent) as well as more marketing/digital focused (12 per cent).

“Marketing and IT now sit hand in hand,” says Dave Newick, director of Experis and Global Attract New Zealand, in a statement.

“Senior IT executives must keep ahead of digital transformation trends, UX design and areas where customer interaction is key. The need for staff with experience in e-commerce and Bitcoin is also set to increase.”

Those most likely to look for another role work in project management

Newick says New Zealand is a breeding ground for innovation and skilled workers have confidence in the local tech industry and are willing to change roles frequently.

“The survey shows the main reasons for job-hopping include a lack of training and a lack of flexible benefits. The desire for more annual leave, flexible working arrangements and an enticing annual bonus scheme are also factors behind the movement.

“Employers need to be smarter about training, recruitment and retention strategies for contractors and permanent staff to avoid and fill voids as skilled workers move around from one job to another,” says Newick.

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The report also indicates that, on average, 22 per cent of those surveyed have not undergone any formal training relating to their role.

Those most likely to look for another role work in project management; 73 per cent of that talent intend to change jobs in the next year. High demand and lack of supply of skilled workers in this sector are driving contractor growth and mobility.

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“We are seeing a significant shortage of project managers and business analysts with cloud and digital experience. Forecast growth in this field and skill shortages will push contracting rates and salaries up, forcing employers to look offshore to fill roles,” says Newick.

The devops and Infrastructure arena also remains buoyant, with 59 per cent of those surveyed indicating they intend to change jobs in the next year. While this is a growing industry, 27 per cent of candidates have never undergone formal training related to their role, according to the survey.

The sentiment is similar in the software development, testing and QA space, where 56 per cent of professionals intend to change jobs within the next 12 months.

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The report notes the biggest challenges for the financial services IT sector is attracting permanent IT professionals to deliver digital initiatives.

“Large organisations are competing with smaller, more agile digital businessesthat offer a greater range of flexibility on benefit and projects,” says Newick. “The key to securing the best candidates in financial services is to look at what workers consider important benefits – training, annual bonus and flexible working.”

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