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Who is Most Likely to Change Jobs in 2015 (Infographic)

What is most likely to make someone want to change jobs? That was the question CareerBuilder decided to ask a group of workers, to help recruiters and employers everywhere identify who is most likely to “jump ship” in 2015 and how to entice them to come and work for their company or their client.

This is what they found:


Top Takeaways:

  • 24% of career-less workers will change jobs and similarly, 37% of workers who see no opportunities for career advancement will change jobs
  • 31% of people who feel their skills are not being put to good use will change jobs
  • 35% of workers who feel dissatisfied with training opportunities at work will change jobs
  • 33% of workers who are unhappy with their work/life balance will change jobs

What does this mean for you?

The employees of 2015 crave the opportunity to grow and progress in a job. If this option is not available to them in their current role, they will look for opportunities elsewhere. According to a recent survey, apart from a raise, the most successful ways to entice tech candidates are with the chance to work with new technologies and with career advancement opportunities. Use this fact to your advantage when trying to attract passive candidates. Be sure to make it clear that the job your offering has opportunities for advancement attached and , if possible, set up a brief timescale for how advancement will happen.

If a person has sent time, money and energy studying for a degree or a Masters qualification, they will want to put those skills to good use. When contacting a potential candidate, do your research and take particular note of any education or experience they have and use it to personalise your outreach communication. 45% of Software Engineers cited position is relevant to my background as their top reason for responding to recruiter outreach. So, making reference to the candidate’s unique qualification and skills and telling them how they can utilise those skills in the job you’re offering, can go a long way to convincing them that this is the job for them.

Taking an honest interest in someone builds loyalty. Loyal employees are more engaged. Engaged employees are more productive. In short, employees who feel their employer is investing in them will be more likely to work harder for them. Always make reference to any training opportunities that are available within your organisation and the qualifications potential candidates will achieve through completing it.

When surveyed , 33% of IT workers said they would take a 10% pay cut for the chance to work remotely. And, tech roles offering telecommuting opportunities received 3-6 times more applicants than those that didn’t. The workplace is changing. More and more employees are seeking work-from-home opportunities and flexitime options, so if you are able to offer these benefits to potential candidates, do. Doing so may make the difference between losing or securing the best talent over your competitors.

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