Across the board, retention seems to dip once employees have spent more than three years at an organisation. This correlates directly with satisfaction levels. Our survey revealed that 22% of professionals state that their needs are met within the first year of employment, with this dropping to around 10% at the three to four year point.

Download the research paper here.

Candidates who have been with their current employer for less than one year cited better career opportunities (35%) and better money prospects (16%) as some of the main drivers for relocating to a new role.

However, there was a notable shift in mind-set for candidates who have been with their current employer for three to four years as almost 70% stated that a better lifestyle would be the main reason for a job move, followed by better career opportunities (17%) and the opportunity to be closer to friends or family (17%).

Interestingly, almost no candidates who had been with their current employer for three to four years stated that a job relocation would be driven by salary - suggesting that companies do a good job of remunerating candidates who have given over three years of service.

Research covers:

• Tailoring the job offer to meet candidate expectations
• Understanding employees’ current career priorities
• Retaining top talent
• Getting the hiring process right
   

Key Findings:

• Being valued within a company (25%) and work-life balance (17%) are considered the main career priorities
• After five years, being valued (35%) becomes even more important to employees
• Only 9% of professionals state that securing a substantial pay rise is a key career priority
• In contrast, organisations believe employees career priorities is led by salary & package (45%) and good progression opportunities (25%)
• Only professionals within banking & financial services ranked obtaining a substantial pay rise as a key career priority (18%)
• 40% of professionals stated that they would consider working in temporary, interim or contract job roles