WITH PRESSURES such as skill shortages and the ageing population, HR will have to work harder to attract quality candidates as job seekers become more discerning in 2005
WITH PRESSURES such as skill shortages and the ageing population, HR will have to work harder to attract quality candidates as job seekers become more discerning in 2005.
A Newspoll survey of 480 Australian employees, commissioned by CareerOne, found that just over a third of workers are looking to find a new job in 2005 and almost one in 10 named it as their top priority.
Almost 90 per cent of workers nominated better pay and benefits as the main reason for changing jobs, followed by training and development opportunities (72 per cent), another job closer to home (69 per cent) and career advancement options (67 per cent).
Only 51 per cent of employees said the option of joining a growing company would entice them to change jobs.
“Whilst the Australian job seeker seems intent on finding a good deal with their next career move, it is worth their while remembering to fully research the company they choose to join,” said CareerOne editor Kate Southam.
“If opportunities for development and advancement within a company are an important consideration, growing companies are likely to be well positioned to offer this.”
In contrast, the main reasons employees would leave their present job included a poor balance between work and home life (56 per cent), feeling undervalued (55 per cent), lack of career advancement (50 per cent), a clash with the boss (45 per cent) and a job being too far from home (45 per cent).
Employees from Melbourne were more concerned about lack of career advancement (58 per cent) than those in Sydney (43 per cent), while they were also more likely to change jobs as a result of a clash with their boss.
Younger employees were also more likely than older people to clash with their boss (50 per cent of 18–34 year-olds compared to 41 per cent of 35-year-olds and over).
Only 37 per cent of employees from Perth would leave if they felt undervalued, compared to 63 per cent from Melbourne.
More younger employees would be very likely to take a new job offering career advancement opportunities and training and development opportunities, compared to their older counterparts.
Eighty per cent of 18-34 year-olds would be very likely to accept a new job offering career advancement opportunities compared with 58 per cent of people aged 35 and over.
