T alent M otivation S urvey
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1 Talent Motivation Survey Technical White collar Workers
description
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. - PowerPoint PPT Presentation
Transcript of T alent M otivation S urvey
1
Talent Motivation Survey
Technical White collar Workers
2
ContentBackground
Sample
Survey
Deliverables
Budget
Who are Universal Communication and Profacts
Why subscribe to this study?
3
Background
There is a structural shortage of engineers in Belgium
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There is a structural shortage of Technical blue-collar workers in Belgium
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There is a structural shortage of Technical workers in Belgium
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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.
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Sample
9
Socio-Demo
© Universal Communication & Profacts 2012
Very extended sample (N=878) : 363 Civil Engineers, 255 Industrial Engineers and 260 Technical Bachelors completed the survey.
Technical White Collar workersN=878 (N=600 was promised)
Total
Civil EngineersN=363
(N=200 was promised)
CivilIndustrial Engineers
N=255(N=200 was promised)
IndustrialTechnical Bachelors
N=260(N=200 was promised)
Technical
Dutch speakingN=641
French speakingN=237
Young Professionals (<=7j)
N=350
Experienced Professionals
N=528
NL FR Young Pro Exp.
Reweighted to representativedistribution in Belgium
Technical White Collar workers is equally represented by Civil Engineers, Industrial Engineers and Technical Bachelors.
Syndicated Research Talent Motivation StudyBase: Technical White Collar workers
Technical White Collar workers older than 45 year were screened out
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Survey
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Structure survey
Sectors and companies
Employee engagement
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?
Sectors and companies
Employee engagement
Switch intention Media Profiling
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Structure survey
Sectors and companies
Employee engagement
Switch intention Media Profiling
Switch intention
Media
Profiling
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.
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?
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Why buying this TMS-study?
• Thorough, based on an extensive questionnaire and years of experience garnered by Universal Communication and Profacts during a variety of projects. This very in-depth study will give you very interesting, useful information.
Extensive ++study
• 878 high technical profiles...• Nation-wide, spread over several provinces; from starters to
senior professionals, in different fields of study• Probably one of the most extensive sample of that profile ever.
Extensive++sample
• Strategically important topics and items (e.g. benchmarks with other employers, motivations of candidates, degree of satisfaction/engagement in current jobs, switch intention, media and application behaviour, ...)
Strategic ++ information
• Complete report at very advantageous priceBudget-
friendly ++
What’s in it for you?
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• Greater affinity with difficult target groups, due to a better knowledge of the key motivations and driversBetter insights
• Support for strategic planning, input for a more precise setting of objectives, formulation of KPIs, fine-tuning of EVPs
• Better-founded actions and media plans
Strong strategies
• Awareness of new opportunities, new arguments, new channels (e.g. specialist journals, job sites, Facebook, LinkedIn, ...)
• Follow-up of trends (in case of successive participations)
New opportunities
• Ultimately a better return on investment of your total employer branding en recruitment communication
Greater efficiency
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Deliverables
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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.
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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?”Civil Industrial TechnicalTotal
Third Choice Second Choice First Choice
© Universal Communication & Profacts 2012Syndicated Research Talent Motivation StudyBase: Technical White Collar workers
Green company
Strong Management
Dominant market position
International group
Corporate social responsibility
Qualitative Products
Future vision
Innovative
Humane, social image
Integrity
Financialy sound
Interesting sector
0 20 40 60
5
7
4
3
4
10
13
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8
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0 20 40 60
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18%
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90
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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.
“When you think of employers of IT, ELECTRONICA AND TELECOM, which employers do you know?
Civil Industrial TechnicalTotal
© Universal Communication & Profacts 2012Syndicated Research Talent Motivation Study
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0 10 20 30 40 50 60 70 80 90 100
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37.8499905607329
48.6211902504971
52.7786642099511
58.2101041293912
53.5714223001967
61.6327578530357
70.7048399527928
88.179457436256
74.9953398166738
72
75.9647515940013
85.0770723219176
59
82.6005552551979
38.1514837014981
49.3472108123053
54.9343312480847
58.2101041293912
58.7470616722151
63.5804717814537
76.9918923653642
92.3489290048609
92.4806754434273
93
95.259866032391
95.3469357253147
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96.4662326843212
Spontaneous Awareness Aided Awareness
Base: Technical White Collar workers – When in top 3 preferred sectorsIT , ELECTRONICA AND TELECOM
0
0
0
0
1
0
5
2
5
5
20
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27
9
29
9
11
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31
53
50
61
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71
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89
66
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53
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6
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97%
Total Awareness %
Company B:North: Spontaneous: 40%Aided: 55%Total: 95%
South: Spotaneous: 35%Aided: 63%Total: 98%
Company CNorth: Spontaneous: 14 %Aided: 61%Total: 96%
South: Spontaneous: 3%Aided: 86%Total: 89%
EXAMPLE
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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.
“To what extent are you interested to work at <company>, when the opportunity occurs?” IT, ELECTRONICA AND TELECOM
Civil Industrial TechnicalTotal
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Y
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0% 50% 100%
14
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33
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22
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14
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48
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© Universal Communication & Profacts 2012Syndicated Research Talent Motivation Study
Base: Technical White Collar workers- When company is known IT , ELECTRONICA AND TELECOM
0% 20% 40% 60% 80% 100%
9
5
8
10
9
10
12
2
13
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5
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5
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0% 20% 40% 60% 80% 100%
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0% 20% 40% 60% 80% 100%
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16
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Totally not attractive (1-3) Score 4-5 Score 6-7 Very attractive (8-10)
Sample size too low
EXAMPLE
20© Universal Communication & Profacts 2012
“Reasons to prefer or not to prefer working in IT, ELECTRONICA AND TELECOM"
Base: Technical White Collar workersIT, ELECTRONICA AND TELECOM – When sector is first or last choice
“Afwisselende job met veel mogelijkheden" “C'est mon domaine”
“De vlugge vooruitgang”
“Sluit zeer goed aan bij mijn opleiding."
“Meeste affiniteit, groeipotentieel én ervaring"
Syndicated Research Talent Motivation Study
“Geen affiniteit en interesse voor deze sectoren"
“Est loin de ma formation de base"
“Werkzekerheid in deze sector isniet al te goed...”
“Omdat het imago van deze sector nogal saai is"
“Stress"
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
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0-19min 20-39min 40-59min 60-79min 80-99min 100-119min
100 9892
58
29
32
25 29 35
6 2
All regions
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
© Universal Communication & Profacts 2012
50min
Mean
“Do you find commuting time important?”
45min
Median
Syndicated Research Talent Motivation Study
92 8
yes no%
Base: Technical White Collar workers
% Cumulative percentage
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?”
© Universal Communication & Profacts 2012Syndicated Research Talent Motivation StudyBase: Technical White Collar workers
NL FR Young Pro Exp.Total
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Third Choice Second Choice First Choice
%
L
K
Dominant market position
International group
Corporate social responsibility
Qualitative Products
Future vision
Innovative
D
C
B
A
0 20 40 60
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23Syndicated Research Talent
Motivation Study
Employee Engagement and Switch Intention
Which subgroup of the Technical White Collar workers has the lowest switch costs compared to benchmarks?
© Universal Communication & Profacts 2012
SubgroupA
SubgroupB
SubgroupC
Total
0
20
40
60
80
100
48.7 48.1
Switch Cost
%
49.0 49.0
Base: Technical White Collar workers
Benchmark*: 52.2%
*Internal study Profacts 2011: People who work, <45j
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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?
© Universal Communication & Profacts 2012Base: Technical White Collar workers Syndicated Research Talent Motivation Study
Civil Industrial TechnicalTotal
Going to the movies
Visiting a restaurant
Visiting amusement parks
Visiting a bar
Visiting cultural events
Passively watching sports
Joining group activities
Actively doing sports
Reading a magazine
Reading books
Reading a newspaper
C)
B)
A)
0% 50% 100%
32
4
69
20
26
31
42
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8
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17
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18
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9
1
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27
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34
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14
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1
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18
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12
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3
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10
2
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17
13
35
30
18
22
33
17
15
1
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33
5
68
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30
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18
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42
30
34
51
22
24
17
28
34
12
2
4
2
11
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1
35
13
30
23
28
30
21
17
10
3
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10
0
11
5
9
14
31
27
15
25
33
21
15
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1
1
1
1
5
4
3
8
14
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0% 50% 100%
28
4
66
23
25
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43
18
9
24
16
2
3
0
60
49
31
36
60
25
18
22
20
33
16
2
2
1
12
40
3
32
14
20
20
22
37
16
18
7
9
1
1
8
0
9
1
18
13
32
25
15
18
35
15
13
0
0
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5
6
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9
13
31
54
71
85
Less frequent / never A few times a year A few times a month A few times a week Daily
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Other
ChallengeZ.be
Jobstoday.be
Hbvljobs.be
Careerjet.be
Metrojobs.be
Jobsregions.be
Gvajobs.be
Actiris.be
Streekpersoneel.be
Vlan.be
Regiojobs.be
Jobscareer.be
Leforem.be
E
D
C
B
A
0 20 40 60 80
10
1
2
2
3
3
4
4
6
8
9
9
15
19
32
40
45
55
64
0 20 40 60 80
9
1
1
3
5
2
3
5
2
14
7
14
13
1
51
50
34
46
75
0 20 40 60 80
11
0
3
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0
4
4
3
13
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11
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19
45
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25
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68
48
0 20 40 60 80
11
1
3
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3
6
6
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11
5
11
10
13
26
31
34
42
49
63
0 20 40 60 80
9
1
1
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2
3
4
4
10
7
8
16
15
33
43
47
58
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Syndicated Research Talent Motivation
Study
Media Usage
In the North (A) , (E), and (E) are popular jobsites. In the South (B), (C) .......are popular jobsites.
© Universal Communication & Profacts 2012
“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?
Base: Technical White Collar workers– Top 3 attractive recruiting channels
NL FR Young Pro Exp.Total
%
28
Q
P
O
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M
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F
E
D
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B
A
0 20 40 60 80
18
0
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2
2
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4
6
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7
18
21
23
48
56
0 20 40 60 80
18
1
0
0
1
0
5
0
6
4
9
11
15
0
35
61
61
0 20 40 60 80
17
0
0
0
4
6
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12
0
10
4
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23
62
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25
46
0 20 40 60 80
16
0
0
0
6
5
5
10
3
7
6
8
28
22
12
41
54
0 20 40 60 80
18
1
0
0
0
1
3
2
4
6
8
7
14
21
27
51
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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,…?
© Universal Communication & Profacts 2012Syndicated Research Talent Motivation StudyBase: Technical White Collar workers– Top 3 attractive recruiting channels
NL FR Young Pro Exp.Total
%
29
NoneOtherHyves
SkyrockPinterest
Hi5VimeoViadeo
DailymotionsPlaxo
MySpaceInstagram
FlickrNetlogPicasa
MSNEDCBA
0 20 40 60 80 100
15111122333445710
1921
2828
4769
0 20 40 60 80 100
16120111015353
810
17192325
5069
0 20 40 60 80 100
1520323466
26
47610
2122
3433
4368
0 20 40 60 80 100
611323225
1878910
2628
3544
4885
0 20 40 60 80 100
21110112325
233710
1516
2320
4660
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?
© Universal Communication & Profacts 2012Base: Technical White Collar workers
NL FR Young Pro Exp.
%
Syndicated Research Talent Motivation Study
Total
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BudgetsFull report
Report including the results for all
subgroups (starters &
experienced, dutch- and
french-speaking) on all
chapters.
(For 1 survey: Technical White Collars)Normal price
In combination with the Jobat Engineering SpecialFull page
€ 5.250
€ 2.750
31
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
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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
