What Candidates Want: Korn Ferry Futurestep Survey Highlights

What Candidates Want: Korn Ferry Futurestep Survey Highlights

–Five Years Ago, Benefits were Top, Today it’s Culture and Tomorrow it’s Flexibility
-Study Points to Fiercely Competitive Fight for Talent
-Most Difficult Job Roles to Fill Vary by Region

A new global study by the Futurestep division of Korn Ferry highlights the intense competition companies are facing to find qualified candidates, and gives insight into the shifting top priorities of those candidates.

In part one of Talent Forecast, Futurestep’s global survey of more than 1,100 hiring professionals, 54 percent said it’s harder to find qualified talent compared to just one year ago. The same study found that identifying people with the right skills in a rapidly changing market is the top business issue impacting recruitment. Respondents also cited rapid business growth, millennial expectations and economic uncertainty as key reasons the right talent is difficult to find.

“Candidates with niche and specialized skill sets will become increasingly sought after as 2017 unfolds, and knowing how to gain and hold their attention should be one of the biggest priorities for talent acquisition professionals,” said Jeanne MacDonald, Futurestep global operating executive and president, Talent Acquisition Solutions.

Changing Priorities in the Workforce

Today: Culture
The No. 1 reason candidates choose one job over another today is “company culture,” Futurestep survey respondents said.
“Millennials are absolutely looking for culture and fit. They want to feel good about where they’re working and require a shared sense of purpose,” said MacDonald. “Gen Xers, on other hand, are more interested in taking their skill sets to a place where they can make an impact. Organizations with a culture of acknowledging that impact have a greater chance of retaining top talent of that generation.”

5 Years Ago: Benefits
When asked what the top reason was candidates chose a company 5 years ago, respondents cited “benefits packages.”
“Five years ago, the world was still reeling from the Great Recession, mass layoffs, and all-around jitters,” said William Sebra, global operating executive, Futurestep. “It only makes sense that candidates felt the need for a stable paycheck plus healthcare and retirement benefits. Today, workers are generally moving beyond basic needs to different priorities.”

5 Years from Now: Flexibility
When asked what would be the No. 1 reason a candidate would choose one job over another five years from now, the highest percentage of respondents chose “flexible working.”
According to MacDonald, a flexible environment – from working remotely to flex hours is becoming common across many industries. In addition, businesses are seeing changes due to the rise of the contingent professional workforce, or “gig economy.”
“Instead of looking for full-time employment, talented, high-demand people will take contingent assignments where they can showcase their unique skills and talents, then complete the project and move to the next gig.”
Seventy-three percent of survey respondents reported that they use a contingent workforce on either a regular or as-needed basis.

The Hardest Roles to Fill Vary Depending on Region
While respondents say that overall it’s harder to find qualified talent than it was just one year ago, the most sought-after candidate roles vary by region:

  • North America: Nearly one quarter (24 percent) of respondents in this region said that information technology (IT) vacancies are most difficult to fill, followed by engineering at 17 percent and operations at 14 percent.
  • EMEA: The most difficult role to fill in this region is sales (22 percent), followed by engineering at 18 percent and IT at 14 percent
  • APAC: In this region, research and development (R &D) and sales tied at 22 percent for being the hardest role to fill, and operations and engineering tied at 13 percent.
  • Latin America: Respondents said the most sought-after candidates are working in IT (23 percent) followed by sales at 17 percent and operations at 12 percent.

“No matter the region or position for which candidates are being sought, the stakes are high,” said Sebra. “Organizations that attract the best talent will be best-positioned to achieve their goals and succeed in today’s challenging and fast-changing business environment.”

About the Study/Report
Talent Forecast is a three-part global series by Futurestep. It contains survey data from responses garnered during a global survey of more than 1,100 talent acquisition and human resource professionals across several industries. The study was conducted in the autumn of 2016.

Source from:

http://www.futurestep.com/news/what-candidates-want-korn-ferry-futurestep-survey-highlights/

Career development: Experts on how to set expectations and exploit opportunities..

Career development: Experts on how to set expectations and exploit opportunities..

Employees need to think strategically, plan carefully and take responsibility for their career growth. Brinda Dasgupta has suggestions from experts on how to set expectations and exploit opportunities to progress towards leadership roles.

1. Have a Clear Vision
The first step in thinking strategically about your career is to have a clear idea of where you see yourself in the next five to 10 years. “It is important to internalise the importance of long-term career goals. Unless you are very clear about what you want from your career and where you want to see yourself down the line, you cannot really start to work towards your goals,” said Swapnil Kamat, CEO of Work Better Training.

2. Take Complete Ownership
Don’t outsource your responsibility to develop your career to your employer; take complete ownership of what you need to do. “Find your strengths, match them with your areas of interest and arrive at a personal development plan. After that come execution and course corrections,” said Aditya Narayan Mishra, CEO of CIEL HR Services.

3. Write a Plan
Write a career development plan, beginning with an overarching statement of purpose or a primary area of interest. “The plan should also go deeper into long-term plans which are timebound and specific. Also, it is prudent to identify threats or challenges that you might encounter so that you can work on ideas to mitigate possible risks,” said Mishra.

4. Plan for a Role
Kenneth Lean, vice president at Mercuri Urval India, said that it is important to distinguish between a role and a designation. “Always plan your career for your aspirational role and not designation. Speaking to someone who has been successful in such a role will certainly help,” he said.

5. Make Investments
You need to invest in yourself to take your career where you envision it going. “Investment in a mentor or a coach is very valuable for effective career development – such a person can give you not only industry insights but also required connections,” said Lean. Kamat said that depending on your career goals, you may also need to learn new skills or enroll in a professional course.