life science: engaging active and passive jobseekers in europe and asia

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  • 2Kelly Global Workforce Index 3 Confronting employee disengagement 6 Connecting employees in conversation 8 Opening the door to new talent 12 Social media and career networking 15 Online job boards lead the way 17 The employee preference in online job boards 19 Conclusion: Casting a wider net contents The Kelly Global Workforce Index (KGWI) is an annual global survey revealing opinions about work and the workplace. Almost 230,000 people across the Americas, EMEA and APAC regions responded to the 2014 survey. The topics covered in the 2014 KGWI survey include: Engaging active and passive job seekers Career development The candidate experience from hiring to onboarding Worker preferences and workplace agility A total of 31 countries participated in the survey, utilizing 20 different languages. Results span workplace generations, as well as key industries and occupations. This first installment, on the topic, Engaging Active and Passive Job Seekers, examines the nature of the contemporary job search process from a candidates perspective across the Life Sciences sector. It looks at the state of employee engagement with work, following a period where many have been unsettled by industry restructuring and job cutbacks. It also identifies the way that employees are conversing over jobs and work and the role that online and social media play in these discussions. The opening up of new communications platforms has particular relevance for employers who want to identify not only active job seekers, but passive or hidden job seekers. The Kelly Global Workforce Index 2014
  • 3Kelly Global Workforce Index Confronting employee disengagement In the aftermath of the global economic slowdown, many employees across the globe are showing signs of disengagement from their work.
  • 4Kelly Global Workforce Index Globally, less than a third (31%) of those in Life Sciences say they are totally committed to their current employers. This has implications for workplace morale and productivity. The level of engagement in APAC (30%) is slightly higher than in EMEA (27%), but it does suggest a systemic problem with implications for workplace productivity and performance. Looking across countries in EMEA and APAC, the highest levels of engagement are in India and Russia (both 46%), Norway (36%) and Poland (33%). The lowest are in Italy (2%) and Hungary (9%). How committed or engaged do you feel with your current employer? (% Totally committed by Country) Employee engagement GLOBAAPACEMEAItalyHungaryGermanyPortugalSingaporeAustraliaMalaysiaFranceSwitzerlandChinaUKIndonesiaPolandNorwayRussiaIndia 0% 10% 20% 30% 40% 50% APAC 30% GLOBAL 31% EMEA 27% AUSTRALIA CHINA FRANCE GERMANY HUNGARY INDIA INDONESIA ITALY MALAYSIA PORTUGAL RUSSIA SINGAPORE SWITZERLAND UNITEDKINGDOM NORWAY POLAND
  • 5Kelly Global Workforce Index Closely tied to the notion of employee engagement is the issue of how valued employees feel by their employers. Globally, 43% of Life Sciences employees say they feel valued at work, but with a significantly higher rate in APAC (50%) than in EMEA (40%). The highest rates are in Russia (64%), Norway (60%) and India and Indonesia (both 57%). The lowest are in Poland and Italy (both 26%). To what degree do you feel that you are valued by your current employer? (% Highly valued and Valued by Country) Employee perception of value to employer 0% 30% 20% 10% 40% 50% 60% 70% GLOBAL 43% APAC 50% EMEA 40% FRANCE GERMANY HUNGARY INDIA MALAYSIA PORTUGAL ITALY RUSSIA SINGAPORE UNITEDKINGDOM NORWAY POLAND INDONESIA CHINA SWITZERLAND AUSTRALIA
  • 6Kelly Global Workforce Index Connecting employees in conversation Amid a period of job uncertainty in some regions and countries, employers face the issue of how best to open or maintain a dialogue with employees who may be exploring job alternatives. The survey results show that targeting prospects with regular, personalized communications can be an effective technique to build a relationship.
  • 7Kelly Global Workforce Index When candidates in the Life Sciences sector are asked about their preferences, the strongly favored method (cited by 62%) is for periodic contact through phone calls, emails and messages from potential employers about relevant work opportunities. This method is greatly preferred in EMEA (62%) ahead of APAC (49%). Participation in a firms talent community is becoming more important, particularly in APAC where 20% have embraced the idea of talent communities, well ahead of employees in EMEA (8%). Which of the following best describes how you would like to be engaged by a prospective employer? (% by Region) Preferred method of engagement 0% 20% 40% 60% 80% OtherReceive updates on company's nancial performance Participate in social events/networking opportunities with company employees Participate in the company's social media network Participate in the company's talent community/networking with others in online talent community pool Receive periodic contact regarding work that ts my skill set and interests EMEA APAC Global
  • 8Kelly Global Workforce Index Opening the door to new talent Online talent communities are still a relatively new phenomenon, but they are attracting support in certain markets. An online talent community is an interactive forum where individuals engage with company representatives and other community members. They will be informed about the business, as well as hear about potential job opportunities. This study focused on employer/company-specific talent pools.
  • 9Kelly Global Workforce Index Experience in online talent communities Globally in Life Sciences, 15% of workers say they have participated in employers online talent communities. The average across APAC is 22%, considerably above EMEA (9%). Across APAC, there are high rates in countries including India (32%) and China (22%), while Russia (24%) and Hungary (23%) are the highest in EMEA. Have you had any experience participating in an employers online talent community? (% Yes by Country) 0% 5% 10% 15% 20% 25% 30% 35% 0 GLOBALAPACEMEAFranceGermanySingaporeSwitzerlandNorwayUKPolandPortugalAustraliaItalyMalaysiaChinaHungaryRussiaIndia APAC 22% GLOBAL 15% EMEA 9% AUSTRALIA FRANCE GERMANY HUNGARY INDIA ITALY PORTUGAL RUSSIA SINGAPORE SWITZERLAND UNITEDKINGDOM NORWAY POLAND CHINA MALAYSIA
  • 10Kelly Global Workforce Index The advantages of online talent communities among those who have participated (15% globally) largely centre on access to jobs, cited by almost three-quarters (72%), and slightly more important in APAC (68%) than EMEA (61%). There is also an attraction to the idea of learning more about a company, cited by 45% globally. A total of 38% say they like learning what it is like working for a company from current and former employees. This is much more of an attraction in APAC (47%) than in EMEA (38%). Advantages of online talent communities If Yes to the previous question*, what do you like most about participating in an online talent community? (% Globally, multiple responses allowed) * Have you had any experience participating in an employers online talent community? 0% 20% 40% 60% 80% OtherAccess to trusted industry information Access to trusted career information/tips Access to relevant skill development information Learning what it is like to work for a given company, from current and former employees Learning more about a given company Access to job opportunities EMEA APAC Global
  • 11Kelly Global Workforce Index The idea of participating in these online talent communities holds appeal for many employees, offering a glimpse inside a potential workplace. Globally, among the 85% who have no experience of online talent communities, 42% say they are either very interested or interested in becoming involved. However, there is considerably higher interest in APAC (55%) than in EMEA (34%). Interest is highest in India (70%), Malaysia (64%) and Poland (60%). Level of interest in online talent communities If no experience with online talent communities, how interested would you be in participating? (% Very Interested and Interested by Country) 0% 20% 10% 30% 40% 50% 60% 70% 80% 0 10 GLOBAAPACEMEAGermanyFranceSwitzerlandRussiaUKNorwaySingaporeAustraliaItalyHungaryPortugalChinaPolandMalaysiaIndia APAC 55% GLOBAL 42% EMEA 34% AUSTRALIA GERMANY INDIA PORTUGAL RUSSIA SINGAPORE SWITZERLAND UNITEDKINGDOM NORWAY CHINA MALAYSIA POLAND FRANCE HUNGARY ITALY
  • 12Kelly Global Workforce Index Social media and career networking Social media has become an important means of communicating with potential candidates, and a key way for employees to make critical career decisions.
  • 13Kelly Global Workforce Index More than a third (40%) of Life Sciences respondents globally rely on social media in their job and career decisions. However, the APAC region is well above the global average at 58%, while EMEA is below, at 38%. The most prolific users of social media in career and/or employment decisions are China (69%), Malaysia (67%), Hungary (66%) and India (63%). Do you use your social media network when making career/employment decisions? (% Yes by Country) Use of social media networks in employment decisions 0% 20% 10% 30% 40% 50% 60% 70% 80% APAC 58% GLOBAL 40% EMEA 38% AUSTRALIA GERMANY INDIA PORTUGAL RUSSIA SINGAPORE UNITEDKINGDOM CHINA MALAYSIA FRANCE HUNGARY ITALY SWITZERLAND POLAND NORWAY
  • 14Kelly Global Workforce Index The uptake of social media means that it is occupying a newfound place as a direct job search tool, particularly at a time when traditional print advertising for jobs is declining in many markets. Globally, more than one-third (36%) say they are now more inclined to search for jobs via social media than through traditional means, such as newspaper advertisements, online job boards or recruitment companies. APAC (53%) is well above the global average in terms of the use of social media for job searches. It is also well ahead of EMEA (33%). In some of the fast growing economies of APAC, social media plays a prominent part, most notably in Malaysia (74%), India (63%) and China (53%). Would you be more inclined to search for jobs via social media than traditional methods? (% Yes by Country) Preference for social media as a job search tool * Traditional methods includes newspaper advertisements, online job boards or recruitment companies. 0% 20% 10% 30% 40% 50% 60% 70% 80% APAC 53% GLOBAL 36% EMEA 33% AUSTRALIA GERMANY INDIA PORTUGAL RUSSIA UNITEDKINGDOM CHINA MALAYSIA HUNGARY SWITZERLAND NORWAY SINGAPORE FRANCE ITALY POLAND
  • 15Kelly Global Workforce Index Online job boards lead the way The way that Life Sciences employees secured their most recent jobs tells much about the changing face of recruitment and the differing trends in global markets.
  • 16Kelly Global Workforce Index Aquarter of respondents, globally, secured their most recent job via an online job board, a trend that is most popular in EMEA (26%) and APAC (25%). The use of recruitment/staffing companies and headhunters was the second most frequent method of securing work, at 19% globally, 18% in EMEA, but considerably higher, (27%) in APAC. Direct approaches from employers/ recruiters constitute about 15% globally and across the regions. The use of word-of-mouth as a means of securing work is roughly twice as common in EMEA as it is in APAC. How did you secure your most recent job? (% top four methods by Region ) Most common method of securing work 0% 10% 20% 30% Word-of-mouthDirect approach from employer/recruiter Recruitment/ stafng company/ head hunter Online job board EMEA APAC Global
  • 17Kelly Global Workforce Index The employee preference in online job boards With the growth in the use of online job boards to find work, there have emerged a number of differentiated offerings to meet the needs of specific target audiences.
  • 18Kelly Global Workforce Index The preference among all respondents are general job boards that cater to a broad range of positions and industries. Globally, 68% prefer these, with EMEA (73%) and APAC (79%), both displaying a strong preference for these outlets. Company-specific job boards also have a relatively strong following, with more than one-third adopting these globally, as well as across EMEA and APAC. Aggregator job boards, which gather a host of information and place it on a single site, are preferred by more than one-third globally (38%), by one-third in EMEA, but by only 12% in APAC. Niche and/or association-specific job boards are the preferred choice of a formidable 42% in EMEA, but fewer (27%) in APAC. Which of the following types of online job boards do you most prefer for searching job opportunities and/or evaluating the marketplace? (% by Region, multiple responses allowed) Preferred online job boards 0% 20% 40% 60% 80% 100% Niche and/or association-specic job boards Aggregator job boardsCompany-specic job boardsGeneral job boards EMEA APAC Global
  • 19Kelly Global Workforce Index The advent of digital and online communications has opened up a plethora of conversations about work and the workplace. Employers now have a number of avenues both to attract the most compelling talent, and to convey information about their businesses as preferred places to work. This has made it possible to identify and engage passive job seekers who may be open to the right job at the right time. Employees have moved en masse to online job boards as the preferred vehicle for searching. They have also been quick to utilize social media in a variety of career and job-related discussions. There is also a growing recognition of the role of online talent communities as forums for informed conversations with past and current employees, providing prospective candidates with valued insights into the workplace. With the opening of multiple platforms in which to converse and exchange views, employers in Life Sciences have an opportunity to make a contribution, to highlight their core values, and to canvass a wider array of candidates. Conclusion Casting a wider net
  • 20Kelly Global Workforce Index About the kelly global workforce index The Kelly Global Workforce Index (KGWI) is an annual global survey revealing opinions about work and the workplace. Approximately 230,000 people across the Americas, EMEA and APAC regions responded to the survey. The survey was conducted online by RDA Group on behalf of Kelly Services. EXIT An Equal Opportunity Employer 2014 Kelly Services About Kelly Services Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to approximately 540,000 employees in 2013. Revenue in 2013 was $5.4 billion. Visit and connect with us onFacebook, LinkedIn, andTwitter. Download The Talent Project, a free iPad app by Kelly Services.