PARKER BRIDGE EMPLOYEE INSIGHT SURVEY

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Justina Townsend
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1 PARKER BRIDGE EMPLOYEE INSIGHT SURVEY Creating high performing teams by connecting employers to high calibre talent 4 th QUARTER 2013 w w w.parkerbridge.co.nz

Executive Summary & Recommendations Accessing the Current Market From recent Employer and Employee Insight surveys, just 4.35% of employers find their next employee within two weeks. It takes 63.

97% of these respondents are still on the job hunt after 12 weeks. Passive jobseekers 42.

Employers should ensure they have marketing and advertising strategies in place that provide exposure in channels where their passive employee market frequent.

2 Executive Summary & Recommendations Accessing the Current Market From recent Employer and Employee Insight surveys, just 4.35% of employers find their next employee within two weeks. It takes 63.04% of employers more than four weeks to find the right talent. Within the same timeframe, 70% of employees are still looking for work and 28.97% of these respondents are still on the job hunt after 12 weeks. Passive jobseekers 42.57% of people consider themselves to be passive job seekers who are always on the look out for their next opportunity. Employers should ensure they have marketing and advertising strategies in place that provide exposure in channels where their passive employee market frequent. Jobseeking methods For more than half of the respondents, Seek is the most popular method for both jobseekers and employers sourcing talent. Foot traffic aside, this strong online presence is confirmed by statistics released by Seek in November 2013 which show that the number of job advertisements has increased by 4%. Survey responses from both employers and employees were mirrored: recruitment agencies ranked second behind Seek, followed by personal networks. Types of opportunities and difficulties in recruiting More than half of employers surveyed are planning to hire in the next six months. Upon this basis, almost 65% of these opportunities are likely to be permanent roles and almost 35% will be on a temporary or fixed term basis % of employees are looking for permanent positions while 30.91% are open to any opportunity. More than 80% of employers indicated that they would not be decreasing staff in the next six months. Position sought Taking into account responses from both active and passive job seekers, 55.45% of employees are looking for a permanent position. This high percentage indicates a preference towards the guarantee of longevity and stability that comes with a permanent position. Employers offering a permanent position will therefore attract more jobseekers compared to those offering fixed term contract and temporary positions. Length of time to find position For the majority of jobseekers, it takes over 12 weeks to find their next career move. Given that there are more jobs being advertised (the latest Seek stats from November 2013 show job ads are up 4%), this extended length of time could suggest employees are cautious before accepting a new position or that current recruitment processes are lengthy and drawn out. Motivation to change jobs Career progression and growth is the number one reason that people look to change jobs, with 42.99% of respondents claiming this as their primary motivation. To ensure high levels of staff retention, companies should create clear pathways for staff career progression. The next two factors, remuneration and company culture, were equally gauged at 18.69%. The relationship between these statistics illustrate the value placed upon companies offering competitive salaries combined with supportive and engaging working environments.

Executive Summary & Recommendations Key factors when deciding on a new job Respondents equally rate remuneration and company culture as the main factors considered before accepting a new position (26.

Motivating factors Employees find the most motivation in being appreciated for the work they do, followed closely by the challenging nature of their position. A mere 8.

De-motivating factors Employers should be aware of de-motivating factors in the workplace which were evenly split between a lack of appreciation, lack of challenges, company politics, and

Taking into account the above motivating factors, to increase engagement levels, organisations should ensure they have developed strategies relating to staff appreciation as well as making certain

We offer assistance in ensuring that a CV is truly reflective of abilities, achievements and experience.

3 Executive Summary & Recommendations Key factors when deciding on a new job Respondents equally rate remuneration and company culture as the main factors considered before accepting a new position (26.36% each). Employers should offer attractive remuneration while ensuring time is invested in building a strong team and company culture that is visible to the external public. Motivating factors Employees find the most motivation in being appreciated for the work they do, followed closely by the challenging nature of their position. A mere 8.33% of employees claimed salary/benefits as their key motivating factor. De-motivating factors Employers should be aware of de-motivating factors in the workplace which were evenly split between a lack of appreciation, lack of challenges, company politics, and micro-management. Engagement levels There was an even split between people being either very or moderately engaged in their current work with 29.91% and 24.30% respectively. Taking into account the above motivating factors, to increase engagement levels, organisations should ensure they have developed strategies relating to staff appreciation as well as making certain staff feel continually challenged. Why Parker Bridge Our team of consultants work extensively in partnership with candidates to develop their skills and employability. We offer assistance in ensuring that a CV is truly reflective of abilities, achievements and experience. We provide candidates with their testing results and give them access to online tutorials to develop software skills. We promote transparency and are open to discussing interview feedback and, when given permission from referees, will discuss and address any areas for improvement. TO FIND OUT WHAT EMPLOYERS ARE LOOKING FOR DOWNLOAD OUR EMPLOYEES INSIGHTS SURVEY What Employers are looking for When given multiple options regarding what they most want to see on a CV, employers place the highest value on key achievements, followed by longevity in previous roles and reputability of organizations where positions were held.

36% and 42.86% respectively The remaining respondents are located in Christchurch, Hamilton and the West Coast region.

4 Demographic Information Geographic location Are you currently employed? Auckland 42.86% Wellington 55.36% Christchurch 0.89% Hamilton 2% Other 2% Yes 58.56% No 41.44% The majority of respondents are from Wellington and Auckland with 55.36% and 42.86% respectively The remaining respondents are located in Christchurch, Hamilton and the West Coast region. The balance regarding whether respondents are employed or not is a relatively close split, however most are currently employed

Demographic Information What industry are you currently employed in?

Services 6% Accounting - Professional Services 6% IT & Telco 6% The majority of

Accounting Professional Services industry Other industries include Manufacturing,

5 Demographic Information What industry are you currently employed in? Government & Public Sector 24% Manufacturing 12% FMCG 8% Banking & Financial Services 6% Accounting - Professional Services 6% IT & Telco 6% The majority of respondents are from within Government and Public Sector followed by the Accounting Professional Services industry Other industries include Manufacturing, Property, Tourism, Media, Utilities, Transport, Legal and Insurance Non Profit & Charities 4% Services 4% Other 22%

Demographic Info What job function best describes your profession?

57% 3.57% 4.46% Mid level 54.46% Senior level 38.39% Entry level 7.14% Human Resources 5.

6 Demographic Info What job function best describes your profession? Seniority level Sales & Business Development Marketing & Communication Project/Program Management Customer Services 0.89% 3.57% 3.57% 4.46% Mid level 54.46% Senior level 38.39% Entry level 7.14% Human Resources 5.36% IT & Telecommunications General Management Banking and Finance Other Accounting Administration and Business Support 5.36% 6.25% 6.25% 10.71% 24.11% 28.57% Administration/Business Support and Accounting Professionals are the most active in this survey Other job functions include Legal, Planning, Change Management, Policy and Procurement Of all respondents, over half are in a mid level position, a third are at senior level and a small amount are in entry level positions

7 Active & Passive Jobseekers Would you consider yourself a passive jobseeker? Main methods for jobseeking Yes 42.57% No 40.59% Not sure 16.83% Newspaper Approach companies directly LinkedIn/Social media Trademe Other Your own networks Recruitment consultancies Seek 0.00% 0.91% 0.91% 2.73% 4.55% 10.91% 25.55% 55.45% Most people consider themselves to be passive jobseekers, with 42.57% answering yes to this question When employees are jobseeking, 55.45% of people stated Seek as their preferred method Recruitment consultancies came in second, with 25.55% of respondents noting that this as their preferred method No respondents selected Newspaper advertising as their main method when job hunting

Active & Passive Jobseekers Average length of time to find a position Position sought

64% Over 12 weeks 4 6 weeks 6 12 weeks Less than 2 weeks 2 4 weeks Permanent position

8 Active & Passive Jobseekers Average length of time to find a position Position sought 28.97% 22.43% 55.45% 18.69% 17.76% 12.15% 30.91% 10.00% 3.64% Over 12 weeks 4 6 weeks 6 12 weeks Less than 2 weeks 2 4 weeks Permanent position Open to any opportunity Temporary or Contracting work Fixed-term contract position For the majority of people (28.97%), it takes over 12 weeks to find their next position More than half of the people surveyed are ideally looking for a permanent position 30.91% are open to any opportunity

Active & Passive Jobseekers Motivation to change jobs Opportunity for career progression/growth 42.

48% *Other key responses include: Ability to utilise skills and attributes Interest in the work Contracting dictates

temporary positions since 2011 Security in my role Change of industry 1.87% 42.

9 Active & Passive Jobseekers Motivation to change jobs Opportunity for career progression/growth 42.99% Better remuneration 18.69% Team & company culture 18.69% *Other 10.28% Change of lifestyle 7.48% *Other key responses include: Ability to utilise skills and attributes Interest in the work Contracting dictates changing jobs Ability to make a difference A change of direction in the workplace Higher qualifications Have been in temporary positions since 2011 Security in my role Change of industry 1.87% 42.99% of people note that a better opportunity for career progression and growth is their main motivation to change jobs There is a significant drop to the next 2 factors (remuneration and company culture) which both came in at 18.69%

Active & Passive Jobseekers Number one factor that you consider when deciding on a job *Other key responses: Ability to utilise skills and attributes Nature of the work All of the above Organisation

10 Active & Passive Jobseekers Number one factor that you consider when deciding on a job *Other key responses: Ability to utilise skills and attributes Nature of the work All of the above Organisation that embraces change and actively promotes an open environment to stimulate growth Ability to do things better Confidence in achieving the expectations of the position The position i.e the job and in relation to travel Nature of the role 26.36% 26.36% 19.09% 14.55% 8.18% 5.45% Salary and/or benefits Company culture and team Growth opportunities Flexibility in regards to lifestyle etc. *Other Company name and reputation When deciding on a new job, respondents put equal weight on salary and/or benefits and the company culture Growth opportunities came in third place with 19.09% preceding flexibility of lifestyle at 14.55%

Engagement Levels Current engagement levels Most motivating factor 37.96% I am not employed 34.58% Very engaged 29.91% Moderately engaged 24.30% I am not engaged 6.54% 30.56% 20.37% 8.33% 2.

91% of respondents consider themselves to be very engaged in their current work environment People are most motivated by being appreciated for the work they do with 37.

11 Engagement Levels Current engagement levels Most motivating factor 37.96% I am not employed 34.58% Very engaged 29.91% Moderately engaged 24.30% I am not engaged 6.54% 30.56% 20.37% 8.33% 2.78% Appreciation of the work I do Challenging nature of your position Company culture and team Salary and/or benefits Other 29.91% of respondents consider themselves to be very engaged in their current work environment People are most motivated by being appreciated for the work they do with 37.96% of people citing this as the number one factor The challenging nature of a position ranks second, with 30.56% claiming this is their most motivating factor A motivating factor within the Other category was the ability to identify business and process optimisations leading to improved operational costs

Engagement Levels Most de-motivating factors in the workplace *Other key responses: Lack of

Lack of team work and professionalism Other* Micro-management Company politics 3.67% 20.18% 22.

52% Lack of appreciation in the workplace is the most de-motivating factor for respondents with 27.

12 Engagement Levels Most de-motivating factors in the workplace *Other key responses: Lack of certainty and the boundaries being arbitrarily changed on someone's whim Feeling isolated etc. Lack of team work and professionalism Other* Micro-management Company politics 3.67% 20.18% 22.94% Lack of challenges within my position 25.69% Lack of appreciation of the work I m doing 27.52% Lack of appreciation in the workplace is the most de-motivating factor for respondents with 27.52% choosing this option All other de-motivating factors are rated on similar levels, with percentages ranging between 26 and 20

More Information This survey runs in conjunction with our Employers

available for free download on our website: http://www.parkerbridge.co.

the Parker Bridge team: Auckland 09 377 3727 Wellington 04 472 4380

13 More Information This survey runs in conjunction with our Employers Insight Survey as well as our quarterly Salary Surveys which are available for free download on our website: For further information please contact the Parker Bridge team: Auckland Wellington Parker Bridge Recruitment NZ Parker Bridge Recruitment NZ ParkerBridgeNZ

The survey was conducted between 12 th and 18 th September, The survey was targeting Kenyan Job seekers only

1 2 Survey Methodology When was the survey conducted? Where was the survey conducted How was the data collected? The survey was conducted between 12 th and 18 th September, 2017 The survey was targeting