Reed’s Malta salary guide 2022

Reed’s 2022 Malta salary guide is designed to inform you of the salaries and benefits you should be paying, or receiving, for some of the most popular roles, across eight specialist industries in the country. Download the guide here to get the full salary and benefit picture in Malta for 2022.

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One of the biggest challenges facing businesses in Malta in 2022 is attracting and retaining staff - the best way to do this is to offer competitive salary and benefits packages.

The most common benefits that Maltese companies offer are health insurance and annual bonuses, but the most valuable, sought-after benefit is flexible working. In addition to flexible working, employees are increasingly seeking career development opportunities. And, businesses that invest in these areas will be the most attractive to jobseekers.

“On top of offering flexibility and competitive salaries and benefits, businesses should also remain open-minded when it comes to finding the right people. You will find some of your best workers by taking on those who are slightly less experienced and then providing them with training and support to fit your business needs. Offering upskilling and training opportunities to both new and existing colleagues will put you in a good position.” - James Reed, CEO and Chairman, Reed

Using data from the jobs we have taken across Malta, our 2022 salary guide is the ultimate way to benchmark salaries.

Who is this salary guide designed for?

Our salary guide has been designed to inform jobseekers, employers and existing employees.

Businesses can use our guides to inform their talent acquisition strategy, ensuring they stay ahead of their competition and attract the best talent.

Those looking for jobs can discover their worth and know what is on offer in their sector across the country.

Employees can also use the guide to benchmark their existing salary against the national average.

What sectors does the Reed salary guide cover?

The guide covers eight of Reed’s specialist recruitment sectors in Malta, providing information on roles at all levels. So, whether you are looking to hire a new finance director, head of marketing or CEO, or you are looking to progress from your role as an HR executive, to an HR manager, our salary guide has the information you need to help reinforce the decision you make.

Reed’s 2022 Malta salary guide covers the following areas:

·       Accountancy & finance

·       Business support

·       Financial services

·       Human resources

·       Procurement & supply chain

·       Sales & marketing

·       Technology

·       Temporary positions

Why should I download Reed’s salary guide?

Our salary guide reliably assesses the salary for hundreds of roles, ranging from 2019 to date. It also provides details of what each role is worth in 2022 – giving you a lower, average and upper salary band.

Not only do we highlight the salaries for some of the most popular jobs in Malta, but our recruitment specialists also highlight some of the key trends in the labour market for each sector, offering advice and guidance for those looking for jobs as well as those hiring.

“2022 is the time for businesses to focus on the future, reflect on how the pandemic has shifted employees’ perspectives on employment, and look at their aspirations for the next 12 months.

“There will also be many opportunities for professionals this year. Businesses are seeking professionals who are self-motivated, excellent team players, agile and willing to adapt to the changing environment, and open to learning new skills.” - Ella Dzierzanowska, Business Manager, Reed

As the importance of offering the right benefits package is now more important than ever, our guide also gives you advice and ideas on some of the most attractive benefits jobseekers look for, and employers offer.

Download Reed’s Malta salary guide 2022 and get planning for the year ahead.

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​​With salaries fluctuating, increased demand for flexibility and professionals difficult to come by, organisations are finding themselves battling for talent.To discuss this acutely candidate-driven jobs market, Reed held a webinar with four of its recruitment experts: ‘The great flirtation: how to attract the best professionals in 2022’. The event featured Reed Chairman and CEO James Reed, as well as Claire Harvey, Managing Director, UK Network, Chris Adcock, Managing Director, Reed Technology, and Lucie Daluiso, Divisional Managing Director, Further Education.The quartet used their industry experience and expertise to analyse the current jobs market, while also providing advice to businesses looking to hire in this environment. Here are five of their most prominent recommendations.1. 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Tailor benefits packagesBenefits are an increasingly important part of any compensation package, helping organisations to stand out if their offering exceeds that of their competitors. Chris argued that the way to create eye-catching benefits packages is to be flexible and have individual preferences in mind when formulating them:“While people list salary as their number one motivator, benefits and rewards are very close behind. Benefits packages are really exciting for candidates because they will be looking at things specific to them.“It’s important to have a diverse and flexible benefits package, and to understand what drives individual candidates, so you can put the perfect package to them – there’s no point selling something to somebody which is going to fall on deaf ears.”3. Provide some form of flexibilityFlexibility has shifted dramatically due to the pandemic. Where remote working and other forms of flexibility were once seen as rare perks, they’re now playing a huge part in jobseekers’ considerations when looking for new roles.“We have some fabulous clients – some top companies - who are insisting on everyone going into the office, yet quite a lot of applicants are saying they don’t want to work for them, as they want to work flexibly,” James noted.For those roles which cannot be done remotely, Claire suggested that there are ways companies can incorporate flexibility to satisfy prospective employees, such as operating core hours-style models:“Something we were trialling at Reed, even before the pandemic, was our dynamic working model. It isn’t full hybrid working, but allows people to do the school run or go to the gym in the morning – adding some flexibility within the working day.”4. Engage candidates through the whole process – even after they’ve accepted an offerOne feature of the current talent market has been a huge increase in organisations issuing counteroffers to retain staff. These can range from significant salary increases through to a change of job title or increased responsibility.Claire outlined how to mitigate for this challenge and nurture people through their resignation, especially for professionals who are on longer notice periods: “You must treat that candidate like they have already joined your organisation and really involve them.“You really have to make sure that the candidate is engaged with you from the moment they enter the recruitment process through to the job offer. It’s never been more important to sell your business, so the whole experience must be good – from replying to their application promptly through to keeping in touch before and after interviews and giving them accurate feedback.”Lucie highlighted strategies used to keep candidates engaged while they wait for approval – as sometimes when applying for a job in the prison education sector it can take up to 12 weeks to go through all the security clearance:“We’ve implemented plans where candidates will have calls with the prison they’re going to work in at least once every two weeks, maybe even once a week. For ourselves, we’re trying to encourage a lunch or for people to come into the office – something a little more warm and friendly so that people know where they’re going to be working.”5. Offer a great place to workFor those organisations where workers are fully onsite or working hybridly, offering a wonderful place to work is an excellent way to attract professionals – particularly where people are unable to work remotely.“You need to think about how to make it more attractive to be in the office and how to make it a great place to work,” stated James. “I think being with groups of people, especially for younger candidates, is attractive – if you can create the environment and culture that makes it exciting.”Chris added that creating a fantastic culture and sense of togetherness, particularly in SMEs, is a way organisations can stand apart from their competitors – even if they are unable to match the compensation packages being offered by other companies.To benchmark salaries and benefits in your sector and region, download our 2022 salary guides now.