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Oil Gas Salary Guide 2012 - Web
Oil Gas Salary Guide 2012 - Web
SURVEY SUMMARY
DISCIPLINE AREAS COVERED
THANK YOU
We would like to express our gratitude to all those organisations and individuals who participated in the collection of data for this years survey. More than 14,000 responded , which is almost 30 per cent up on last year and this has once again ensured that we can produce an informative document to help support your business decisions.
Disclaimer: The Oil & Gas Global Salary Guide 2012 is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the survey is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays.
CONTENTS
From boom times in Australia and Brazil to unrest in North Africa, our report on salaries once again displays the many trends, events and forces that shape the complex world of how people are paid in the oil and gas industry. We are often very aware of remuneration within our own regional industry (it is one of those topics that impacts us all in some way), however very few of us have a good handle on how remuneration changes as we move around the world. This is the endearing quality and attraction of this document and we are pleased to say the main reason why it receives so much interest throughout the industry. In general the trend in remuneration for 2011 was up; driven on by a buoyant oil price and most countries around the world seeking to explore for, or extract the energy resources they need to advance their own economies. Indeed it was a year that stood out from others in the breadth of geographic coverage. Whilst South America and Asia Pacific continued to lead the way in new investment, two of the traditional power houses of the industry, the North Sea and the Gulf of Mexico, also came back on line in terms of hiring. This added to an already busy market, where very few areas of the globe were left untouched. This wider participation was also reflected in those completing our survey, both in their geographic coverage and their number. To have over 14,000 respondents this year was a tremendous number which exceeded all expectations. This large response has allowed us to drill down into more specific roles, disciplines and regions. In this regard individuals can more clearly identify their own situation whilst at the same time we can ensure that the figures we produce are an accurate portrayal of the market. Whilst assessing our own individual package against the figures is an emotive and often interesting activity, it is the movement of remuneration and employment trends over the last three years that provide the most fascinating insights. In general the market in 2010 reflected the tail end of the global recession of the previous year and was further weighed down by the oil disaster in the Gulf of Mexico. In 2011 we have seen these issues left behind and the market regain most of those losses, particularly so when it comes to permanent salary packages and benefits. Contractor rates are still below the highs of 2008, and with the general drift towards permanent staffing it remains to be seen whether they will return in the near future. Whilst the markets have softened towards the end of the year in the face of intense negative sentiment around Europe, the data shows an entrenched confidence that should prevail through 2012 and beyond. Last years Salary Guide was downloaded by over 150,000 people. With a further 10,000 hard copies distributed at various industry exhibitions and conferences, it is fast becoming the reference of choice for those wishing to compare remuneration globally. This continues to be our driving ambition, and we will continue to work hard in improving the content to ensure that it remains as such. There are numerous people to thank in the compilation of this document, not least of which are the many industry professionals that took valuable time to complete the survey. We would also like to thank those in our respective teams at Hays Oil & Gas and Oil and Gas Job Search that spent many an hour analysing the data and designing the format. Once again their hard work and the time taken by those responding have combined to produce a great reference document for our industry. 2 A global perspective Section one - salary information 6 Overview and salaries by country 7 Salaries by discipline area 8 Salaries by company type 9 Contractor day rates by region
Section two - industry benefits 2 Overview of benefits 3 Benefits by company type 4 Benefits by region
Section three - industry employment 7 Staffing levels 8 Diversity and movement of workforce 20 Experience and tenure 22 Employment mix
Matt Underhill Managing Director, Hays Oil & Gas Duncan Freer Managing Director, Oil and Gas Job Search
A GLOBAL PERSPECTIVE
WESTERN CANADA
Buoyant oil prices bring oil sands projects back on line and drives up salaries.
NORTH SEA
Hiring returns to the region following a difficult recession.
GULF OF MEXICO
The region sees a strong recovery in employment following the Horizon disaster of the year before.
WEST AFRICA
Further discoveries and a lack of social disruption continue to serve the region well. Salaries rise for both imported talent and a growing body of local skills. 2 OIL & GAS SALARY GUIDE 2012
POLAND
Emerging shale market attracts foreign multinationals to the many opportunities on offer.
CHINA
Chinese operators extend their activities overseas, whilst at home they aggressively expand operations to keep up with supplying the countries mounting energy requirements.
AUSTRALIA
Limited human capital, multiple mega-projects underway and a new emerging Coal Seam Gas industry drive salaries to the top of the global league table.
MIDDLE EAST
Iraq proves to be the major draw card in the region for new projects as the country starts to develop its extensive oil reserves.
49.%
6.6%
0 0 0 0 0 0 0 0
20 20 20 20
40 40 40 40
60 60 60 60 60 60 60 60
80 80 80 80 80 80 80 80
29.4%
20.4%
40 40 40 40
39.7%
0.%
20 20 20 20
2012
0 0 0 0 0 0 0 0
32.4%
20 20 20 20 20
40 40 40 40 40
30%
60 60 60 60 60
20.9%
80 80 80 80 80 80 80 80
.7%
100 100
% 100
100 100
2011
2.6%
20 20 20
2.3%
40 40 40
28%
60 60
60
2.9%
100 100
3.2% 100
2011
Almost 50 per cent of respondents experienced an increase of more than 5 per cent to their salary compared to just under 30 per cent of respondents in 2011. A higher number of respondents also expect salaries to increase more than 10 per cent in the new year.
SALARY
The headline figure in this data is the average permanent salary across the whole sample, which has risen this year to $US80,458 from last years figure of $US75,813. This is a significant increase for salaries across such a large sample and reflects the general buoyancy of the market following the down turn of 2008/9. The year saw a flurry of activity from most corners of the globe as countries sought to take advantage of a high oil price and pushed through new developments, and rejuvenated the old. The general well being was unique in comparison to previous upturns both in its scale and global coverage, leaving very few countries not playing some role in the rush for energy. This in turn drove up vacancies, hiring and salaries. The world was not without its share of economic worries, however (and without wishing to tempt fate) even the recent concerns in Europe have failed to impact the oil price significantly. This more than any other factor ultimately influences hiring intentions in the industry and its resilience led to a project rich environment for vacancies across deep water development, LNG and a range of non conventional plays. Adding to this buoyant outlook was a number of significant new field discoveries, and carbon capture also started to make its way from government funded research to live commercial projects. The hotspots around the world which saw significant salary rises included Brazil, Australia, China and Iraq. All were driven by huge projects underway, which added further pressure to the already stretched skill pool. Regionally, West Africa had a good year, as did South East Asia, Northern Europe (including Poland) and North America. When we break the figures down by local and imported we also noted an increase in those countries that actively encourage hiring local nationals. This took the form of significant increases in local pay whilst the imported figure remained relatively steady. Such examples included Saudi Arabia, Oman, Brazil and Venezuela. The list of those countries importing skills at a lower cost to the local market rates have grown markedly since last year and now includes the UK, Norway, Netherlands, Saudi Arabia, Brunei, New Zealand, Canada, the United States and Brazil. All sought to reduce their cost base by importing lower cost options from overseas. Perhaps more interestingly, are the countries that have seen falling salaries. Many of these are in two regions, Northern Africa and mainland Europe. Both are a reminder that whilst the demand for energy remains high the industry is not immune to what is going on in the world around us on a regional basis, be it social conflict or economic pain. For those looking from the outside in, the situation in Europe is of most concern. At the time of writing, the situation continues to weigh heavily on equity markets and trading conditions within the wider global economy. The impact of this sentiment has been felt already with some recruitment markets softening in the last few months of 2011, and day rates struggling to maintain previous levels.
Local average annual salary 40,600 48,400 68,800 64,000 40,400 N/A 9,600 40,00 28,700 ,700 69,000 06,300 3,300 92,00 40,200 39,300 4,000 2,200 36,900 68,400 39,700 N/A 44,00 46,800 43,600 38,00 6,00 4,600 80,300 68,000 3,600 29,600 37,00 6,000 49,400 N/A 34,400 9,00 02,900 79,700 79,200 N/A 70,700 29,200 40,300 6,300 67,00 N/A 87,00 24,000 7,00 47,600 30,000
Imported average annual salary 89,200 07,700 N/A 73,00 39,200 77,900 06,700 94,400 23,300 43,700 22,600 2,400 32,300 8,400 39,900 0,600 7,200 93,900 3,000 9,800 28,00 73,000 69,200 28,400 7,300 N/A 2,400 23,200 22,800 80,300 ,300 89,900 ,300 29,300 6,600 72,300 23,000 38,200 67,00 99,300 9,000 47,00 73,00 79,400 37,200 62,400 89,300 69,400 80,900 9,200 09,400 ,900 7,00
How much difference a year makes in the oil and gas industry is demonstrated by the rise in salaries within drilling. Last years figures showed those in this sector of the industry were sitting in the middle of the pack. This year they are level pegging with subsea engineering as one of the hotspots for salaries. With demand for onshore drilling on non conventional sources at an all time high, and rig utilisation offshore rising, labour demand in this sector is obviously buoyant.
Core engineering disciplines didnt fare so well with electrical, mechanical, structural and process engineers all flat in comparison to last year. These core disciplines are where most engineering professionals will start their careers, and may suggest why headline salaries have not increased beyond the levels seen.
Undoubtedly we are delicately poised when it comes to salaries within the industry for next year. Without a European induced collapse in the global economy we will inevitably be faced with skill shortages in more than just a few select locations. This will drive salaries up further, and in this scenario we would expect a larger increase than the rise we have seen in 2011. With this said, and when considering the alternative, it would be a nice problem to have.
With drilling activity up, it is not unexpected that salaries for others in the exploration and production field are also strong this year. Geosciences and reservoir/petroleum engineers showed good increases and production management and logistics were also strong. Subsea engineering repeated its increases of last year and project controls and construction and installation proved that there was plenty of new projects under construction.
Operator/ Technician
Graduate
Intermediate
Senior
2044,600
46,300 49,00 42,900 60,200 49,300 ,000 20
40
80 46,800
,300 ,700 38,900 70,300 ,300 72,300 80
100 76,000
6,800 79,400 9,700 93,00 69,200 97,400 100
40
60
In line with the increase in project work those working in an EPCM company saw a rise in salary as did anyone working for an operator. The most significant rises however came for those with the least experience within any of the company types, and reflected the increasing competition for entry
level talent compared to the year before. We also saw a rise for the most experienced end of the market as companies sought to put their increasing profits to good use, both in rewarding that talent, and also in attracting new strategic hires.
Consultancy
202 $90,200 20 $8,700 202 20 202 20 202 20 202 20 202 20 202 20 $74,800 $7,600 $9,200 $87,000 $6,600 $62,900 $02,000 $00,800 $67,300 $64,00 $03,300 $97,00
+5%
Contractor
-1.1%
EPCM
+4.6%
-2.2%
+1.1%
+4.8%
+5.6%
Operator
20000
40000
60000
80000
100000
120000
With the market on the increase, in general it was a year in which most company types saw increases in salary of around the 5 per cent mark. The exceptions to this trend included both general contractors and equipment manufacturers, both of which have a high level of local employees (as opposed to imported talent). In this respect both groups will be more aligned to local economies than any global forces and may explain the lack of growth. 8
The third group to experience little movement in comparison to last year is the global super majors. This may be the effects of localisation/nationalisation drives within the workforce, reducing average salaries. Indeed we have noted an increase in local employees within this group from 47 per cent last year to approaching 55 per cent this year.
Most contractor day rates have progressed through the year; however there were conflicting pressures on this market making it a complex back drop in which to extract any trends. In many ways employers were shifting their employment mix away from contractors to a more permanent staff base. This reduced the overall requirement for temporary employment and followed the increasing confidence employers felt throughout the year. Evidence of this can be clearly found within our results on pages 22 and 23. Countering this trend is a general increase in the practice of using contractors in new regions and countries. The flexibility to be found for both employers and employees is a compelling driver for those seeking to match the cost base with fluctuating revenues. Those regions experiencing skill shortages are most prone to hikes in contractor rates and it is no coincidence that both Australia and Brazil have seen the highest increases since last year. North Africa and Western Europe were relatively subdued reflecting weaknesses in their local economies.
Whilst the exchange rate movements through the year can account for some of the rise in the Australasian figures it is the local project led environment that is really driving the numbers. The same can be said for South East Asia, which continues to import a high level of expatriate skills. We also noted the rise of rates in West Africa as the region continued to expand.
0
Those benefits on the rise reflected the increasing confidence in the market and the desire of companies to provide an environment that incentivised growth. Consequently bonuses, commissions and share schemes all made the top five increases.
202
20
Increase
Those allowances that dropped included health care, home leave and housing allowance, which suggests fewer experienced expatriates. We also noted a reduction in overtime, a trend following the wider working population. Whilst the number of people receiving benefits returned a mixed bag of results in comparison to last year, the amount each of those benefits was worth was in positive territory across the board. Bonuses and commission payments led the way as we would expect given the market conditions, however a raft of other allowances also increased as more cash was available to meet specific requirements. These included allowances for meals, hardship, share schemes, schooling and training.
50 40 30 20 10
Percentage that receive the benefit Average percentage of their total package
Schooling
Car/transport/petrol
Commission
Tax assistance
Health plan
Hardship allowance
Hazardous/danger pay
Meal allowance
Share scheme
2
Background: The bar chart shows two figures related to benefits that employees in the oil and gas industry receive. The first figure represents the percentage of respondents that receive that particular benefit, i.e. 3% of respondents receive some sort of bonus. The second figure represents the value of that benefit stated as a percentage of their overall package for those that receive it, which in the case of bonuses is 3.7%.
No benefits
Bonuses
Pension
Housing
Overtime
Training
35% 13.7%
8.9% 8.8%
10%
11%
17.2% 11.3%
28.8% 11.4%
15.6% 12.8%
8.5% 14.8%
7.2% 14.9%
14.1% 12.2%
7.3% 11.9%
8.1%
14%
10.9% 12.7%
In terms of company type, operators and the 40majors continued to distribute more benefits to 40 50 50 30their workforce than any other group at just over 30 40 40 2029.5 per cent of overall package. 20 30
50 50 30 10 10 20 20 00 10 10 00
TOP BENEFITS BY COMPANY TYPE EPCM/CONTRACTOR
50 50 40 40 50 50 30 30 40 40 20 20 30 30 10 10 20 20 0 0 10 10 0 0 50 50 40 40 50 50 30 30 40 40 20 20 30 30 10 10 42% 20 20 0 0 10 10
No benefits
32%
Bonuses
2%
Health plan
6%
Car/transport/petrol
7%
Housing
6%
Home leave allowance/flights
7%
Overtime
43%
Bonuses
23%
Pension
28%
Health plan
8%
Car/transport/petrol
9%
Housing
7%
Home leave allowance/flights
33%
No benefits
50 50 40 40 50 50 30 30 40 40 20 20 30 30 10 10 20 20 0 0 10 10 0 0
50 50 40 40 50 50 30 30 40 40 20 20 30 30 10 10 20 20 0 0 10 10 0 0
OILFIELD SERVICES/CONSULTANCY
4%
Bonuses
2%
Health plan
22%
Car/transport/petrol
9%
Housing
7%
Meal allowance
6%
Overtime
3%
No benefits
33%
Bonuses
6%
Pension
2%
Health plan
7%
Car/transport/petrol
7%
Housing
%
Home leave allowance/flights
42%
No benefits
Background: Graphs here show the top benefits by company type and the percentage of people who receive them.
3
On average, benefits received by those working in 50 Africa are valued at 34% of their total package.
On average, benefits received by those working in Asia are valued at 36% of their total package.
ASIA
40 50 30 40 20 30 10
33% 24% 9% 2% 8% 9% 28%
Health plan Car/transport/petrol Housing Pension Overtime Bonuses No benefits
20 0 10 0 50 40 50 30 40 20 30 10 20 0 10
20 0 10 0 50 40
42%
8%
27%
22%
23%
8%
2%
AUSTRALASIA
On average, benefits received by those working in 50 Australasia are valued at 17% of their total package.30 40 20
On average, benefits received by those working in CIS are valued at 23% of their total package.
30 10 20 0 10
38%
Bonuses
Health plan
Pension
Car/transport/petrol
Meal allowance
No benefits
Bonuses
Pension
Health plan
Schooling
Housing
Training
Background: Graphs here and overleaf show the top benefits by region and the percentage of people who receive them. CIS includes Russia and the former Soviet Republics.
50 40
40
No benefits
7%
4%
%
8%
8%
3%
33%
3%
9%
3%
%
3%
37%
0 50 40 50 30 40 20 30 10 20 0 10 0
0 50 40 50 30 40 20 30 10 20 0 10 0
50 40 50 30 40 20 30 10 20 0 10 0 50 40 50 30 40 20 30 10 20 0 10 0
On average, benefits received by those working in 50 Europe are valued at 16% of their total package.
On average, benefits received by those working in the Middle East are valued at 32% of their total package.
29%
Bonuses
2%
Pension
9%
Health plan
4%
Car/transport/petrol
8%
Meal allowance
8%
Overtime
43%
No benefits
38%
Bonuses
22%
Health plan
2%
Car/transport/petrol
26%
Housing
23%
Home leave allowance/flights
9%
Overtime
2%
No benefits
0 50
36%
Bonuses
2%
Pension
32%
Health plan
2%
Car/transport/petrol
8%
Housing
2%
Overtime
30%
No benefits
Health plan
Bonuses
Pension
Car/transport/petrol
Meal allowance
Training
No benefits
37%
%
34%
22%
3%
2%
28%
40 On average, benefits received by those working in 50 30 North America are valued at 21% of their total package. 40 20 30 10 20 0 10
NORTH AMERICA
On average, benefits received by those working in South America are valued at 33% of their total package.
SOUTH AMERICA
40 50 30 40 20 30 10 20 0 10
40 20 30 10 20 0 10
40 20 30 10 20 0 10
6
4.3%
Increase more than 0%
26.% In the next 12 Months do you Increase between -0% 2% expect Staffing levels to:
Increase up to % Remain static
.3%
What percentage of your staff Between -20% is currently 37.2% employed on a temp/contract basis 0-% 2.9%
None
23.3%
2.3%
Decrease
29.6%
6.3% 4.9%
37.8%
8.9% 34.9%
6.8%
49.6% 43.6%
Decrease
20.6% 2.6%
None
7
currently employed on an expat What percentage of your workforce is package What percentage of your workforce is What percentage of your workforce is PERCENTAGE OF WORKFORCE What What percentage of on an expat package percentage of your expat package currently employed on anworkforce is EMPLOYED currently employed your workforce is currently employed on an expat package AS AN ExPAT currently employed on anon an expat package currently employed expat package
01 01 01
How do you expect this to change in the next expect this How do you12you expect this to change in the How do months to change in the How do you expect this to change in the ExPECTATION How do you expect this toExPAT LEVELS How 12 months next 12 months expect this to change in the next do you THAT change in the next 12 months WILL CHANGE IN next 12 months next 12 months THE NExT 12 MONTHS
If your company employs contractors, If your company employs contractors, If your company employs contractors, If your company whichwhich areas: If your company employs contractors, contractors, please indicate inemploys CONTRACTORS ARE please indicate in areas: AREAS in WHICH please indicate IN which areas: please indicate in which areas:areas: please indicate in which GAS EMPLOYED IN OIL AND
How you expect thisTHAT CONTRACTOR LEVELS How you expect this percentage to ExPECTATION percentage to How you expect this percentage to How you the in thisINthis percentage to How younext next 12NExT 12 change inexpectthe12 months? to MONTHS change expect THE months? WILL CHANGE percentage change in the next 12 months? change in thein the12 months? change next next 12 months? to How you expect this percentage
In theIn the12 Months do you you next next 12 Months do In the next 12 Months do you In theInStaffing levels levels to: the next 12 Months do do expectnext 12 Monthsto: you you LEVELS WILL expect StaffingTHAT STAFFING expectCONFIDENCE to: Staffing levels expectCHANGE levelslevels to: MONTHS expect Staffing to: Staffing IN THE NExT 12
STAFFING LEVELS
What percentage of your staff is currently What percentage of your staff is currently What percentage of your staff is currently What What percentageSTAFF is currently percentage of temp/contract employed on a temp/contractEMPLOYED ON A employed on ayour your staff basis PERCENTAGE OF ofstaff basis is currently employed on a temp/contract basis TEMPORARY a temp/contract employed on a temp/contract basis basis employed onOR CONTRACT ASSIGNMENT
Diversity of staff
DIVERSITY OF STAFF
Diversity of staff
0
0
20
20
40
60
40
92.2%
80
60
100
80
100
7.8%
.2% Female 100 9%
Diversity of staff
Diversity of staff
50
6.2%
40
60
80
5040
30 20 50
Age Bracket
.4%
4.8%
Age Bracket
0 20 40 60 80 100
40DEMOGRAPHICS
40 3010 30 0
Age Bracket
Male Female
20 20 10 0 0
10
7.2%
8.9%
7.9% 0.2%
4-49
.% 0.3%
0-4
.6% 4.3%
-24
3.% 7.7%
-9
.% .%
0-4
6.9%
2-29
7.4%
30-34
4%
3-39
2.4%
40-44
.7%
6+
100 80 60
80
8 40 & GAS SALARY GUIDE 2012 OIL
Home
100
20
30 40 20 30
Since the bottom of the recession in 2009 the number of 10 20 people working overseas in oil and gas has been steadily increasing. This is consistent with employers having to search 0 10 further afield to find the skills they require. However, there is still some way to go before the levels rise to those achieved in mid 2009 of over 45 per cent. in country of origin Based Last year we reported a quick exit from the downturn in Australia, and a corresponding sharp increase in the number of Based in country of origin overseas candidates that came into the market to work on the countrys burgeoning LNG projects. This trend has continued with overseas workers now making up over 53 per cent of the market. Europe was the only other region to follow this trend as many of those imported skills previously retrenched through the downturn returned to take up roles in a rejuvenated labour market.
100 80 100 60 80 40 60 20 40
Australasia Africa Asia Europe CIS North America Middle East
0 100 80 100 60 80 40 60 20 40 0 20
South America
0 20
3.8% 46.2%
23.2% 76.8%
28.8% 7.2%
33.% 66.%
.6% 48.4%
88.4% .6%
29.2% 70.8%
27.2% 72.8%
Australasia
Africa
Asia
Europe
CIS
Middle East
North America
South America
28.3% 7.7%
42.4% 7.6%
6.9% 83.%
42.% 7.9%
28.2% 7.8%
20.7% 79.3%
29.3% 70.7%
27.3% 72.7%
9
Years of experience
20
40
60
80
100
Years of experience
YEARS OF ExPERIENCE
OIL & GAS INDUSTRY
36.3%
0
22.2%
40
20.9%
60 80
20.6%
100
Construction/instrallation
20
geoscience
20+ years
geoscience
Geoscience
Subsea/Pipelines 0 20 40 60 80 00
20
40
60
80
100
20
0 0
Tracking last years figures, tenure has remained static with just over 25 per cent of respondents 40 60 80 possessing20less than one years experience in their 20 40 60 80 current role. Again this indicates a busy market 0 20 40 60 80 with a great deal of hiring activity taking place. 100
2011
2011 2011
Less than year
2012
26%
0 0
0
2%
20 20
20 40
28.7%
60
2%
80 80
100
8.3%
100 100
40 40
60 60
80
24.7%
0 20
23.8%
40 60
3.%
80 100
%
9%
0 0
20 20
40 40
60 60
80 80
100 100
8.%
Newspaper
3%
Company website
.%
Online job board
2.3%
Word of mouth
3.6%
Head hunted
3.6%
Agency
8.3%
Internal Move
6.6%
Other
2
2011
6-0 years
Global Super Major Operators EPCM Equipment manufacturers & Suppliers Oil Field Services Consultancy Contractors 0 0 20 20 40 40 60 60 80 80
Operators
00 100
120
60
OPERATORS
80
Operators
100
120
EPCM
Equipment man.
Consultancy
Equipment man.
22
0
Global Super Major
20
40
60
80
Operators
100
120
EPCM
EPCM 0 Global Super Major 6.% 0.6% EPCM -6.8% 0.%
120
CONSULTANCY
Consultancy
7.3%
-8%
Contractor
CONTRACTOR
Contractor
23
the year saw a sharp rise in permanent staff as a percentage of the overall workforce
24
25 20As
0.%
3.3% 29%
Other
2
the market continued to 15heat up so did the concern for skill shortages. This has grown 10 as a percentage of the overall 5sample from 28 per cent to over 030 per cent and now represents the largest concern of those in the industry.
2012
26% 26.7%
0 20 40
Extremely positive
46.8%
60
20.8%
80
.7%
100
2011
9.7% 24.7%
20
40
4.%
60
80
33.4%
60 80
100
.8%
100
20
40
25
0 20 40 60 80 100
20 15 10 5 0
EMPLOYERS GEOGRAPHICAL FOCUS OVER NExT 12 MONTHS OUTSIDE OF THEIR OWN REGIONAL AREA
0.7%
Central Asia
.7%
East Asia
0%
Australasia
7.%
Eastern and Continental Europe
0.2%
UK and Northern Europe
20.8%
Middle East
8%
North America
8%
South America
3.%
Africa
26
All
Africa
Asia
Australasia
Europe
Middle East
North America
South America
0 20 40 60 80 00
20
40
60
80
10
27
ABOUT HAYS
COUNTRIES WORLDWIDE
OFFICES WORLDWIDE
CONSULTANTS WORLDWIDE
We are leading global experts in qualified, professional and skilled recruitment. Last year our experts placed around 60,000 candidates into permanent jobs and around 190,000 people into temporary assignments. We employ 7,620 staff operating from 257 offices in 32 countries across 20 specialisms. We have market-leading positions in the UK, Asia Pacific, Continental Europe and Latin America.
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