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EXPECTED TENURE: SURVEY RESULT
One in three people expect to stay in their next job for less than two years, according to a survey of 3,774 people by specialist recruiter Hays.
31.51 per cent of respondents expect to stay with their next employer for under two years, 27.18 per cent expect to stay for two to four years and 41.31 per cent expect to stay for four years or more.
“One in three people have indicated they will remain in their next job for under two years, which shows that a significant percentage of candidates value their mobility,” said Jacky Carter, Director of Hays.
“Interestingly, the majority of respondents expect to stay more than two years with their next employer. Of these candidates, two in five will stay longer than four years. Given the current demand for talent this figure might serve to reassure employers that they are still able to retain staff long term and groom them into management positions,” she said.
“However, the obvious question is whether the employees you want to retain are the ones who want to stay. It must be acknowledged that active retention plans are still a necessity for employees who add value to their employer, even for those who expect to stay for more than four years. Skills are in demand and as the market for professionals continues to tighten, employees will be increasingly lured by benefits or offers available elsewhere.
“Therefore in a climate of increased employment opportunities where competition for the best possible staff remains high, employers do need to focus on retention to create a positive employment experience for their staff,” Jacky said.
The survey was conducted on www.hays.com.au in August/September 2006.
d strategic sourcing specialists.
Property: Commercial valuers, centre managers and acquisition managers.
Sales & Marketing: Brand managers, sales representatives, account managers and product marketing managers.
The Hays Quarterly Forecast also examines candidate trends. It reveals that while candidate levels have increased slightly, employer requirements remain very strict and employers are increasingly prepared to wait for a candidate that matches all their requirements, such as industry and systems experience.
“Hiring intentions are very strong, particularly for permanent candidates and this is expected to continue,” says Jacky. “Employers are increasingly willing to offer strong temporary candidates permanent roles in order to retain their skills. As a result, temporary positions are more often leading to permanent arrangements.
“Candidates are currently very aware of their own value from both a talent and salary perspective. They are habitually standing their ground in relation to job offers and incentives to move positions. While candidates today are making a decision based on the environment and long-term prospects not solely the salary on offer, they are receiving more job offers and therefore have more choice. Those candidates actively looking for a new role are fully aware of the market conditions and will still try to secure the best deal for themselves. This is probably due to an increased focus by leading employers to retain their own talent, both through proactive strategies in the workplace, as well as counter-offers when employees discuss resignation,” she said.
At the executive level, recruitment remains steady in most locations and sectors. “Strong business confidence and the growth of many organisations has created new vacancies at this level and demand remains strong for specific skills as job growth accelerates,” said Jacky.
The 2006 Hays Salary Survey has been released and reveals salary trends for 14 employment sectors and hundreds of job roles. It is available at www.hays.com.au/salary
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