Between unprecedented inflationary context, shortage of skills and energy crisis on the horizon, the job market promises to be tense in 2023! The PageGroup compensation study provides a detailed portrait of future trends, with a particular focus on the very dynamic sectors of IT and cybersecurity.
The shortage of IT candidates is already significant. In systems engineering, technical architecture or data professions, there are two to four times more offers than candidates. This shortage is explained both by the discrepancy between training and company expectations, and by an explosion of requests, particularly in the field of computer security, after the wave of cyberattacks which hit 49% of French companies in 2021. There is thus a 30% increase in job offers in cybersecurity, between 2021 and 2022.
Today, management positions in information systems security are among the most scarce, and therefore the best paid, with gross annual salaries of between 100 and more than 200K€ for experienced profiles. Even junior profiles, responsible for security governance, start their career between 70 and 85K€, and can expect rapid progress.
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Among the popular profiles in 2023, there are also SAP professions, and experts in Agile methodology. After a slowdown during the health crisis, these experts in long-term projects are once again in great demand. Freelance scrum masters charge similar daily rates to cybersecurity experts, around $600 per day, at 5 years of experience.
Finally, the explosion of data and the resulting issues – security, storage, use – are increasing the demand for Data and Cloud profiles. Lemondeinformatique.fr estimates that by 2025, 51% of IT spending will be devoted to the cloud. This is the area that will experience the greatest increases in 2023: +8%, with salaries exceeding €75K gross annually, for around ten years of experience.
IT remains a dynamic sector, in high demand for talent, and very attractive. The DARES foresees the creation of 210,000 new jobs in the next eight years.
Candidates are aware of their position of strength, and do not hesitate to negotiate their salaries. Sacha Kalusevic, Senior Director at Michael Page Technology, however, notes “that they have a greater interest in the proposed project, the values of the company and the flexibility offered by the position.” Training and career development plans are cited in second place among candidates’ expectations.
To meet the challenges of a tight labor market, PageGroup has identified four priorities:
- value senior employees, in post and in recruitment. France has one of the lowest employment rates for 55-64 year olds in Europe. In a context where the legal retirement age should be pushed back, and where recruiters face a shortage of skills, it is crucial to recognize older talents.
- capitalize on soft skills, to identify and support potential, who can then acquire and develop knowledge through upskilling (upskilling) and re-skilling (requalification) approaches.
- meet the social and environmental respect requirements of young graduates.
- anticipate the next technological revolution, creating new highly skilled professions in the metaverse, artificial intelligence or blockchain. The ten most sought-after professions on the French job market are all, today, from the IT sector.
Diversity will be key, to explore hidden talent pools, passionate about digital: senior employees, young people without diplomas, people with disabilities… Companies will have to meet their specific expectations, and offer them an appropriate training policy, requalification or upskilling, to meet the challenges of the sector.
Candidates testify, on the whole, to a weaker but still marked aspiration for the CDI, alongside other more flexible working methods, such as freelancing or self-entrepreneurship. 58% of them are looking for a position with the possibility of working remotely, and are mostly in favor of flex office.
Beyond the figures, companies are expected on their ability to give meaning to work, on an individual scale through the development of skills, on a collective scale through social and environmental commitment. “The inclusion of hidden talents, the upskilling (upskilling) and the reskilling (requalification) of employees, the appetite of young graduates for corporate social responsibility or even the professions born of the ecological or technological transition are all evolutions that shape this market and create new opportunities, sometimes very promising “concludes Isabelle Bastide, President of PageGroup France, Spain & Portugal.
To view the full study: click here
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IT & cybersecurity, winners of a tight job market
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