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T alent M otivation S urvey

T alent M otivation S urvey. Technical White collar Workers. Content. Budget. Background. Sample . Why subscribe to this study?. Survey. Who are Universal Communication and Profacts. Deliverables. Background. There is a structural shortage of engineers in Belgium.

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T alent M otivation S urvey

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  1. Talent Motivation Survey Technical White collar Workers

  2. Content Budget Background Sample Why subscribe to this study? Survey Who are Universal Communication and Profacts Deliverables

  3. Background

  4. There is a structural shortage of engineers in Belgium

  5. There is a structural shortage of Technical blue-collar workers in Belgium

  6. There is a structural shortage of Technical workers in Belgium

  7. War for technical talent • In Belgium, there is a structural shortage of engineers and technical blue-collar workers. As a result, these groups are hunted by many companies in several sectors. • Universal Communication and Profacts have conducted 2 large studies among technical white and technical blue-collar workers, to better understand their needs and motives as employees (field period: september2012). This presentation is going about the study among Technical White-Collar workers (civil& industrial engineers, technical bachelors) • What makes an employee with those profiles choose for a certain sector and company? What are their drivers and barriers? How can you convince them to work for your company? What media do they consult when looking for a job? • This research is conducted for companies who are confronted with the war for talent for employees with this profile and who want to design employer branding & recruitment campaigns targeted at this population.

  8. Sample

  9. Socio-Demo Very extended sample (N=878) : 363 Civil Engineers, 255 Industrial Engineers and 260 Technical Bachelors completed the survey. Total Civil Industrial NL FR Young Pro Exp. Technical White Collar workers N=878(N=600 was promised) Technical White Collar workers is equally represented by Civil Engineers, Industrial Engineers and Technical Bachelors. Technical Industrial Engineers N=255 (N=200 was promised) Technical Bachelors N=260 (N=200 was promised) Civil Engineers N=363 (N=200 was promised) Dutch speaking N=641 French speaking N=237 Young Professionals (<=7j) N=350 Experienced Professionals N=528 Reweighted to representative distribution in Belgium Technical White Collar workers older than 45 year were screened out Base: Technical White Collar workers Syndicated Research Talent Motivation Study

  10. Survey

  11. Structure survey • Sectors and companies • Employee engagement • Switch intention • Media • Profiling • This Chapter will answer to following research questions: • Which sectors are most attractive to work in ? • What are the main drivers and barriers to work in the different sectors and companies ? • What is the awareness (top-of-mind, spontaneous and aided), the attractiveness of the main companies in each sector? • This Chapter will answer to following research questions: • What is the level of employee engagement for engineers and blue collar workers? • How does this compare to benchmark levels of employee engagement in Belgium? • What are the most important drivers for employee engagement ? • How can the employee engagement be increased?

  12. Structure survey • Sectors and companies • Employee engagement • Switch intention • Media • Profiling • This Chapter will answer to following research questions: • What is the intention to switch to another employer ? • How does this compare to benchmark levels of switch intention in Belgium? • What are the most important drivers and barriers to switch to another employer? • This Chapter will answer to following research questions: • What media do they consult when they are looking for a job? • What are the most attractive channels? • What is the role of social media in finding a job? • Can other media be used to attract the attention of this specific population? • This chapter will be used to ask information from the respondents that can be used to break up the results of the previous chapters according to interesting subgroups: age, education level, level of experience, sector of employment, regional differences, attitude towards job searching, etc.

  13. Why buying this TMS-study?

  14. What’s in it for you?

  15. Deliverables

  16. Deliverables • A PowerPoint report with a detailed presentation of the study and the results, including specific conclusions and actionable recommendations (full report Technical White Collars: 118 slides) • A set of tables in Excel, including all results for the specific subgroups (e.g. Starters versus Experienced, Dutch-speaking versus French-speaking, etc.) for all questions that were asked. • A personal presentation of the results at your offices.

  17. Job Selection When choosing an employer, Technical White Collar workers mostly take into account the sector (especially the Civil Engineers), the financial situation and the integrity of the company. “When thinking about working in a company which of the following company related factors do you find important?” Total Civil Industrial Technical % Base: Technical White Collar workers Syndicated Research Talent Motivation Study

  18. Sectors and Companies – IT, ELECTRONICA AND TELECOM Within the IT, Electronica & Telecom sector there are 7 brands that are well-known. (A) and (B) are the best known IT, Electronica & Telecom employers among Technical White Collar workers. (H) is more known among Civil Engineers. EXAMPLE “When you think of employers of IT, ELECTRONICA AND TELECOM, which employers do you know? Company B: North: Spontaneous: 40% Aided: 55% Total: 95% South: Spotaneous:35% Aided: 63% Total:98% Total Civil Industrial Technical % Company C North: Spontaneous: 14 % Aided: 61% Total: 96% South: Spontaneous:3% Aided: 86% Total:89% Total Awareness % Base: Technical White Collar workers – When in top 3 preferred sectors IT , ELECTRONICA AND TELECOM Syndicated Research Talent Motivation Study

  19. Sectors and Companies – IT, ELECTRONICA AND TELECOM Technical White Collar workers find company (A) the most appealing employer in the IT, Electronica & Telecom sector and company (Y) the least appealing. EXAMPLE “To what extent are you interested to work at <company>, when the opportunity occurs?” IT, ELECTRONICA AND TELECOM Total Civil Industrial Technical Sample size too low Base: Technical White Collar workers- When company is known IT , ELECTRONICA AND TELECOM Syndicated Research Talent Motivation Study

  20. Sectors and Companies – IT, ELECTRONICA AND TELECOM Technical White Collar workers mostly prefer IT, Electronica & telecom because it’s a domain in line with their interests and because of the diversity and constant new developments. EXAMPLE “Reasons to prefer or not to prefer working in IT, ELECTRONICA AND TELECOM" “Afwisselende job met veel mogelijkheden" “C'est mon domaine” “Geen affiniteit en interesse voor deze sectoren" “De vlugge vooruitgang” “Est loin de ma formation de base" “Sluit zeer goed aan bij mijn opleiding." “Omdat het imago van deze sector nogal saai is" “Meeste affiniteit, groeipotentieel én ervaring" “Werkzekerheid in deze sector isniet al te goed...” “Stress" Syndicated Research Talent Motivation Study Base: Technical White Collar workers IT, ELECTRONICA AND TELECOM – When sector is first or last choice

  21. Sectors and Companies – Commuting time On average, Technical White Collar workers find a maximum commuting time of 50 minutes acceptable. Where 92% of the Technical White Collar workers find a commuting time of 40-59 minutes acceptable, only 58% of the White Collar workers find a commuting time of 60-79 minutes acceptable. ““What is your max acceptable commuting time?” Technical White Collar workers All regions “Do you find commuting time important?” Cumulative percentage Median % 45min % Mean 50min Base: Technical White Collar workers Syndicated Research Talent Motivation Study

  22. Job Selection Dutch speaking Technical White Collar workers somewhat more think that the (A) factor and a future vision is important, whereas French speaking Technical White Collar workers find the (C) factor more important. Young Professionals find the (A) factor extremely important. “When thinking about working in a company which of the following company related factors do you find important?” Total NL FR Young Pro Exp. % Base: Technical White Collar workers Syndicated Research Talent Motivation Study

  23. Employee Engagement and Switch Intention Which subgroup of the Technical White Collar workers has the lowest switch costs compared to benchmarks? Switch Cost Total Subgroup A Subgroup B Subgroup C % Benchmark*: 52.2% *Internal study Profacts 2011: People who work, <45j Base: Technical White Collar workers Syndicated Research Talent Motivation Study

  24. Media Usage Technical White Collar workers spend the most time with “A”, “B”, “C” and reading the newspaper. “How frequently do you engage in following activities? Total Civil Industrial Technical Base: Technical White Collar workers Syndicated Research Talent Motivation Study

  25. Media Usage In the North (A) , (E), and (E) are popular jobsites. In the South (B), (C) .......are popular jobsites. “Which jobsites did you visit the last 6 months or would you visit in the future to be informed about the labor market in general or about career possibilities, working in your sector, solicitations or jobs? Total NL FR Young Pro Exp. % Base: Technical White Collar workers– Top 3 attractive recruiting channels Syndicated Research Talent Motivation Study

  26. Media Usage (A) and (B) are the most popular recruiting media in the North. (D) and (A) are the most recruiting media in the South. “Which printed recruiting media did you read the last 6 months or would you read in the future to be informed about the labor market in general or about career possibilities, working in your sector,…? Total NL FR Young Pro Exp. % Base: Technical White Collar workers– Top 3 attractive recruiting channels Syndicated Research Talent Motivation Study

  27. Media Usage Technical White Collar workers, and especially Young Professionals, have a profile on (A). About 50% of the Technical White Collar workers have a profile on (B). “On which social network sites do you have a profile? NL FR Young Pro Exp. Total % Base: Technical White Collar workers Syndicated Research Talent Motivation Study

  28. Budgets

  29. Who are Universal Communication and Profacts? Universal Communication is a full service Communication-agency with more than 45 years of experience in Multimedia Employer Branding, Internal & Recruitment Communication Website: http://www.uc.be Profacts is a market research agency. Our mission is to reveal factors for success for our clients. Our strategy is to go beyond data delivery and provide actionable recommendations. Website: http://www.profacts.be

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