2012 Employee Retention Survey Results

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Information about 2012 Employee Retention Survey Results
Business & Mgmt

Published on March 16, 2014

Author: JeffKortes

Source: slideshare.net

Description

Complete survey results from 2012 employee retention survey, done by Jeff Kortes, Human Asset Management and HR Pros.

NPA Global Retention Survey A survey of candidate motivation for changing jobs as reported by NPA member recruiters placing the candidate in a new position April 2013 Release Copyright April 2013 www.npaworldwide.com

About the Survey NPA, The Worldwide Recruiting Network is a recruiter-owned cooperative facilitating split placements between members. Recruiters participating in successful placements were asked to complete a survey to better understand the reason and motivation for candidates leaving existing employers for new employment opportunities. This survey is the resulting data collected from more than 400 successful placements completed in the NPA network during 2012. A list of potential reasons for making a change was compiled and grouped into three categories: • Organizational Reasons • Job-Specific Reasons • Personal Reasons Respondents were not required to offer a reason in each category and the final question allowed for write-in answers to capture reasons not offered. Each respondent could list multiple reasons for each candidate on whom they were reporting, which means that totals do not add up to 100%. All results are shown in percentages. This is the first annual survey on this topic by NPA, The Worldwide Recruiting Network. Local Talent…Global Reach. NPA Works. Copyright April 2013 www.npaworldwide.com

Executive Summary NPA, The Worldwide Recruiting Network initiated a survey of member recruiters making placements of candidates into new jobs. Each was a change of employers for the candidate resulting from the efforts of NPA member recruiters in 2012. More than 400 specific placements were queried as a part of this effort. The following are the highlights of what can be viewed in the accompanying slides: • Organizational reasons had the largest impact on candidate motivation for seeking and accepting new employment as reported by recruiters. 47.9% of respondents mentioned at least one Organizational item as the cause for change of employer. • Job-specific reasons were the second most frequently referenced category driving employee change. 41.5% of respondents mentioned at least one Job-specific item. • Personal reasons were cited in only 10.6% of responses. • Compensation was mentioned in just 5.3% of responses as the reason for change. • The top 3 reasons for change were: • Seeking Growth/Challenge/Change • Unsatisfactory Career Progression • Job Stability Lacking While the candidates themselves were not interviewed, recruiters typically spend significant time understanding motivation for change to ensure a successful placement. At the end of a process that may take weeks or months, the recruiter is an accurate source of information to document the motivations of employees changing of employers. Local Talent…Global Reach. NPA Works. Copyright April 2013 www.npaworldwide.com

Organizational Reasons for Job Change As reported by the recruiter placing the candidate in the new position. 13.80% 6.40% 11.70% 17.00% 9.60% 0.00% 10.00% 20.00% A B C D E A. Desired a smaller/larger organization B. Ownership/finances not stable/business slow C. Organizational direction/strategy concerning D. Training/development insufficient E. Company closed/moved Copyright April 2013 www.npaworldwide.com Local Talent…Global Reach. NPA Works.

Job-Specific Reasons for Change As reported by the recruiter placing the candidate in the new position. 22.3% 22.3% 5.3% 0.0% 7.4% 2.1% 5.3% 0.0% 20.0% 40.0% A B C D E F G A. Too much travel B. Too many hours/too fast paced C. Unsatisfactory relationship with boss/management D. Unsatisfactory relationship with team/co-workers E. Unsatisfactory comp/benefits F. Unsatisfactory career progression G. Job stability lacking Copyright April 2013 www.npaworldwide.com Local Talent…Global Reach. NPA Works.

Personal Reasons for Job Change As reported by the recruiter placing the candidate in the new position. 2.1% 2.1% 18.1% 20.2% 3.2% 7.4% 48.9% 0.0% 50.0% 100.0% A B C D E F G A. Seeking growth/challenge/change B. Seeking recognition/respect/visibility C. Commute to former job too long D. Desired new location to live E. Reduction in force/laid off F. Partner transferred G. Recent graduate/first job Copyright April 2013 www.npaworldwide.com Local Talent…Global Reach. NPA Works.

Factors for Job Change As reported by the recruiter placing the candidate in the new position. Copyright April 2013 www.npaworldwide.com 47.9% 41.5% 10.6% 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% Reasons Mentioned Local Talent…Global Reach. NPA Works.

Top Reasons Reported for Job Change Copyright April 2013 www.npaworldwide.com 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% Reasons Mentioned Local Talent…Global Reach. NPA Works.

For more information on NPA member recruiters, please visit: www.npaworldwide.com NPA can be reached at: +1 616 455 6555 Copyright April 2013 www.npaworldwide.com Local Talent…Global Reach. NPA Works.

Contact Jeff Kortes for More Information Jeff@ HumanAssetMgt.com JeffKortes.com 414-421-9626 Copyright April 2013 NPA, The Worldwide Recruiting Network

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