Asia Pacific region - aprc-research

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HR, LEADERSHIP & MANAGEMENT AN ETHICAL QUESTION Candidate driven market A recent global salary survey compiled by international recruitment consultancy Robert Walters predicts that demand for sales, marketing and communications professionals is expected to increase this year in Sydney, Melbourne and Brisbane. Research News asked recruitment consultants who specialise in the market and social research industry to comment. The Robert Walters survey found that recruitment activity increased steadily during 2010, as companies recovered from the economic downturn and sought to rebuild marketing and sales teams. The survey concluded that recruitment activity across all sectors is expected to increase in 2011, as companies seek to grow headcount and deliver major projects. Rowan Haylett from the Resources Group agrees with the findings. ‘2010 was a far busier year in the market research and insights sector than 2009, with demand for staff across all levels and specialisations increasing as the year went on. This demand appears to be continuing into 2011 and is resulting in a strengthening of offers in the sector as employers compete for the best applicants. The increased demand for talent has also opened the door once again to overseas applicants.’ Andy McLellan from AML Resources also says that demand for market research professionals has increased in the Sydney and Melbourne markets and, to a lesser extent, Brisbane. ‘In the main, this has mostly been at the senior end as those with 10 or more years exit to either start up their own small and medium enterprises (SMEs), join the smaller niche boutiques or pursue other vocations outside the industry.’ McLellan says that in particular demand exceeds supply on the agency side, as clientside roles appeal to and attract mid and senior level researchers. There is a lot of demand for candidates with experience in qualitative research, business development and people management, however McLellan says there is a lack of investment in developing people’s skills to undertake these roles. ‘Investment in bringing in juniors is also required, so we are still able to compete in five to 10 years. New managers need to be trained in how to mentor and develop their staff, and not everyone is suited to a business development role.’ McLellan says there are a number of senior people looking for part-time employment (three to four days per week) due to family commitments and only a small number of agencies are able to offer such flexibility. He believes parttime work is more accepted on the client side. McLellan adds, ‘Account directors in both qual and quant roles are in high demand, particularly those with experience in shopper insights, fast moving consumer goods (FMCG), telecommunications and the social and government sector. Currently it is a candidate driven market.’ CONTINUED ON PAGE 29 No. 188 in a series based on the Code of Professional Behaviour Storing data overseas Mid-level/Senior Quallies – Where are You Numerous opportunities for mid-level to senior quallies – Sydney and Melbourne. Common to these roles is a real focus on work/life balance, on-going training and development, excellent $’s. These roles are URGENT! Brand Manager – Sydney Leadership role for ambitious & experienced Brand Manager with a minimum of 3 years experience in blue chip organization – extensive travel to emerging markets (China & UAE) – Suit innovative, creative team player. $100K ++ Account Director – Sydney Senior strategic researcher – key role working on major FMCG client. Make your mark with this leadership role – Qual/quant (leaning to quant) agency background a must! Join this clever and innovative team of professionals and enjoy the rewards of working with a team which strives to do it better than the rest! Quant Consultant – Sydney Leading Brand Consultancy needs your solid background in quant. research methodologies/segmentation (min 4 yrs. agency) – great collaborative team of professionals. Make 2001 your year! Contact Kaye Neilson on 0408499567 www.neilson-res-ex.com.au We’re based in Australia and have just completed a merger with another company based in Singapore and as a result have moved into modern offices that don’t have much storage. My company has a lot of paper records including questionnaires, hand written notes from depth interviews and copies of reports. We are considering merging some of our files with the Singapore based firm and keeping some records there and some of theirs here. What do we need to keep and where do we need to keep it You don’t have to keep anything in its original form; electronic versions including scans of documents are sufficient providing records are kept in a manner that allows you to reconstruct the originals with the exception of personal identifiers. The notes to Rule 22 of the Code of Professional Behaviour list the following requirements for data storage: • Identified data should be de-identified as soon as practicable after completion of the project. • Where there is no upfront agreement on the length of time for which records should be kept, the default is to keep de-identified primary field records (questionnaires, transcripts etc) for ad hoc projects for a minimum of one year following completion of fieldwork and the data for two years. • The length that records should be kept relates to the nature of the information, for example, tracking studies run over lengthy periods and it is appropriate to keep data for more than two years, longitudinal data must be kept so that it can be re-identified and also for lengthy periods if the study is continuing over a long period. It is best to agree the length of time that records will be kept prior to commencing a project. In the case of a company merger, any such agreements from any of the merging companies should be honoured. Regarding where you should store the records, it is best to store them where they have been collected and will be needed, especially if the information would be stored in countries that do not have equivalent data protection laws to Australia or ‘safe harbour’ arrangements. Jayne Van Souwe is the convenor of the National Ethics Committee. To ask an ethical question contact Jayne on 03 9621 1066 or JayneVS@wallisgroup.com.au 28 Research News March 2011
HR, LEADERSHIP & MANAGEMENT SOCIETY NEWS However, Christine Crowe at CCI says, ‘We can’t see a huge growth in wages in market research based on the placements over the last year. They appear to be consistent across all companies and haven’t risen significantly for the past couple of years. Who knows how hiring managers will react when they can no longer attract appropriate candidates to fill their vacancies This is starting to happen, as we have 142 vacancies to fill in Sydney alone and are finding it increasingly difficult to find candidates, particularly as the government has taken market research off the skilled migration occupation list. ‘Rather than focus on salaries perhaps the market research industry on a whole should be focusing on lobbying the government to put market research back on the skills shortage list.’ Market Search’s founder Lyn Tanner is a member of Recruitment Consulting Services Australasia (RCSA) so is in close contact with a number of her industry colleagues and subsequently receives regular feedback on the activity in a number of sectors. She also participates in the quarterly industry survey that is done to measure the activity in the market on both present and anticipated growth and salary variations. While she agrees that the year has started steadily in the market research industry with an anticipation of growth during 2011, she believes there is still considerable caution being exercised because employers are uncertain how international markets will affect the economy. Colleagues in other sectors have confirmed this as well. ‘In general market research companies have commented that the year has started well and they are expecting that this will be a year of consolidation and slight growth. I was delighted to learn that Millward Brown had just taken on a number of new graduates (I believe eight), which positively augurs well for the industry in general. ‘Most MR companies have commented that they are busy and doing well (“and it’s a far cry from 2009”) and while there has been a reasonably high demand for new staff from director to junior researchers, the recruitment and decision making process remains slow and deliberate. This to me indicates that there is no great urgency to employ despite initial requests of immediacy. The four-interview process continues and thus, due to the candidate shortage in all skill areas, a number of desired candidates can be lost to the competition.’ Research News April 2011 edition INTUITION AND GUT FEELING Should we ask the following question more often: ‘I know the answer - why are we doing this research’ What happens when clients disregard research findings A look at ‘ensemble methods’ such as ‘wisdom of the crowds’ and ‘random forests’. The HR perspective - psych testing vs ‘fire in the belly’ and ‘spark in the eye’. What have researchers learnt from Malcolm Gladwell, Harry Klein and Jonah Lehrer. Are women really more intuitive DEADLINE: 10 MARCH 2011 SOCIETY NEWS AMSRS invests in interactive tools The Society now supports the AMSRS LinkedIn discussion group at http://www.linkedin.com/ groupsmostPopular=&gid=2205881 At the time of writing, there were about 500 members following the AMSRS discussion group on LinkedIn (while about one in six were actively participating – a percentage the Society would like to increase). We want high quality discussions and depth of member engagement - but we do want to have ‘critical mass’ in terms of sufficient numbers, a broad cross-section of the Australian research community, and all those regarded as ‘key stakeholders’ involved whenever a topic is being discussed.   Encourage your colleagues, clients and researcher friends to join the group. If you go to the top right of the main group page, you can click on ‘Invite others’ and send invitations out direct to others you are connected with on LinkedIn who you think would be interested in joining the AMSRS Group. Other things you can do to help are:    • Add a message on your status update saying something like ‘AMSRS LinkedIn Group nearing xxx members. Please join and spread the word.’ • Send out a tweet and/or re-tweet others’ messages of encouragement to join    • Add a post on the AMSRS LinkedIn group board or click ‘like’ for discussions you like and want to follow so this flags up the existence of the group to your LinkedIn contacts.   Also check out: • The AMSRS page on Facebook at www.facebook.com/pages/AMSRS-The-Australian- Market-and-Social-Research-Society/ • The Society on Twitter at www.twitter.com/ amsrs_au • Research News at www.twitter.com/ researchnewsmag Research News March 2011 29
Page 1 and 2: ResearchNews Australian Market & So
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Page 5 and 6: A passion for excellence. A keen co
Page 7 and 8: NEWS The organisers of APAC 2011 no
Page 9 and 10: No need to pack your bags, we can c
Page 11 and 12: fact: Size Matters The larger the t
Page 13 and 14: WRITE TO REPLY Talk (i.e. gossip) a
Page 15 and 16: Dominic Carter Bob Chua James Fergu
Page 17 and 18: FEATURE Current market research awa
Page 19 and 20: FEATURE duck because I say, “Now
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Page 25 and 26: CAREER MOVES Tim Jennings To: Group
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