Malaysia talent trends 2014

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A survey conducted on Malaysians to understand the trending behavior of employees.

Transcript of Malaysia talent trends 2014

  • Malaysia Talent Trends 2014 Whats on the minds of the professional workforce
  • Introduction For career-minded people in Malaysia these are interesting times. The economy continues to recover in our region of the world, which can make the job transition a frustrating process for the 1 in 4 professionals actively seeking their next role. That said, for anyone open to a career move, we are in an era of unprecedented transparency. More positions are viewable online, and the available context information on the company, its culture, and the team including the hiring manager has never been richer. Meanwhile, the Talent Acquisition industry has retooled and rethought its processes in order to proactively find the best people for the job, rather than waiting for the right candidates to come to them. All of which has an impact on the way people find and consider career opportunities. Its against that backdrop that we bring you the Malaysia Talent Trends 2014. About this survey We surveyed over 570 employed workers in Malaysia to shed light on professional attitudes to jobseeking, job satisfaction and career evaluation around the world - so you can understand and attract top-notch employees to your company. This report on Malaysia is part of a worldwide survey in 26 countries and with over 18,000 employed LinkedIn members. For worldwide country-specific breakdown, please refer to the detailed appendix. *Surveyed countries: Australia, Brazil, Canada, China, Denmark, Finland, France, Germany, Hong Kong, India, Indonesia, Italy, Japan, Malaysia, Netherlands, New Zealand, Norway, Russia, Singapore, South Africa, Spain, Sweden, Turkey, UK, United Arab Emirates, United States 02 Introduction 03 Active or passive candidates? The breakdown 05 Professional job satisfaction 07 Passive vs. active candidate job satisfaction 08 Top 5 motivations for changing jobs 10 5 things Malaysian candidates dont care about in a job 12 The importance of talent brand to professionals 15 How passionate are Malaysian professionals about their work? 17 How Malaysian professionals stay on top of their careers 20 Implications for recruiting and HR teams 21 Appendix: country-specific data 43 About the authors Malaysia Talent Trends 2014 2talent.linkedin.com
  • Active or passive candidates? The breakdown We asked fully-employed professionals to describe their current jobseeking status. Approximately 26% of respondents claim to be actively looking for their next role, and only 12% say they are not interested in a new job. 40% are open to a conversation with a recruiter and other 22% are talking to their network. 22% Reaching out to personal network 40% Open to talking to a recruiter 12% Completely satisfied; dont want to move Passive 15% Actively looking 11% Casually looking a few times a week Active How would you describe your job search status? Malaysia Talent Trends 2014 3talent.linkedin.com
  • * All professionals except those who are perfectly happy in their jobs 44% United Arab Emirates 42% India 88% Malaysia 90% Indonesia 88% China 26% Malaysia 78% Turkey 18% Norway 78% United States 21% China 79% United Kingdom 16% Sweden 25% Global average0% 50% 50% 100% Countries with highest and lowest rates of active candidates 85% Global average Countries with unusual levels of approachable candidates* High outliers Low outliers High outliers Low outliers Talent trend outliers Malaysia Talent Trends 2014 4talent.linkedin.com
  • Professional job satisfaction The reported death of workplace happiness it seems, has been greatly exaggerated. The overwhelming majority of professionals report being relatively content with their jobs and only 1% express outright dissatisfaction. While this paints a somewhat rosy picture for employers, note that 50% of survey respondents described their status as somewhat satisfied, indicating room for improvement. How satisfied are Malaysian professionals with their jobs? 23% Very satisfied 50% Somewhat satisfied 18% Neither satisfied nor dissatisfied 8% Somewhat dissatisfied 1% Very dissatisfied Malaysia Talent Trends 2014 5talent.linkedin.com
  • Talent trend outliers Countries with unusual levels of satisfied professionals* 73% Malaysia 83% Sweden 84% Indonesia 63% Turkey 67% Italy 50% 100%72% Global average High outliers Low outliers 65% Japan 43% Netherlands 39% Canada 27% Global average0% 50% Countries with unusual levels of very satisfied professionals High outliers Low outliers * Those who are either very satisfied or somewhat satisfied with their current role 39% Sweden 17% Japan 16% China 23% Malaysia Malaysia Talent Trends 2014 6talent.linkedin.com
  • Passive vs. active candidate job satisfaction Digging a bit deeper, its easy to see that active candidates have considerably higher levels of dissatisfaction compared to passives. However, no matter how satisfied a candidate is, you can often get their attention by offering a career upgrade. Conversely, satisfaction is no guarantee of loyalty, as shown by the fact that over half of active candidates claim to be satisfied in their current roles. Passive Active 78% 17% 5% Satisfied Neither Dissatisfied 58% 20% 22% Satisfied Neither Dissatisfied How satisfied are you with your current role? Malaysia Talent Trends 2014 7talent.linkedin.com
  • Top 5 motivations for changing jobs If you want to know what active jobseekers look for in their next role or what would get a passive candidate to talk to a recruiter, check out the results below. While better compensation and benefits is an important factor to both sets of candidates, it is a much higher priority for passives. As a matter of fact, they place it as number one, followed by work/life balance. Active candidates, on the other hand, are much more interested in opportunities for advancement. Active Passive Top things Malaysian candidates consider when looking for a new job Greater opportunities for advancement1 2 Better compensation & benefits 3 More learning opportunities 4 Better work/life balance 5 A role that is a better fit for skills Better compensation & benefits1 2 Better work/life balance 3 Greater opportunities for advancement 4 More learning opportunities 5 More recognition for contributions Malaysia Talent Trends 2014 8talent.linkedin.com
  • 30% Global average Opportunity for advancement is most important in 54% Brazil 48% Russia 48% Spain Better compensation & benefits are most important in 67% Russia 43% Global average 56% Turkey 54% United States Better compensation & benefits are most important in 48% Russia 43% Hong Kong 41% Indonesia Better work/life balance is most important in 41% Indonesia 31% Global average 40% United Kingdom 39% Australia Better fit for skillset is most important in 36% Netherlands 33% Finland 29% Germany More challenging work is most important in 13% Malaysia 35% Netherlands 34% Japan 30% Sweden Active Passive Talent trend outliers 31% Malaysia 39% Malaysia44% Malaysia 21% Global average 31% Global average 40% Malaysia 26% Global average 21% Malaysia Malaysia Talent Trends 2014 9talent.linkedin.com
  • 5 things Malaysian candidates dont care about in a job On the flipside, we also asked passive and active candidates for their least important factors when considering a new job opportunity. It turns out that regardless of jobseeking status, the least important factor across the board is job title, followed by office location. If you want to entice candidates in a meaningful way, better pick a different set of job upsides. Active Passive Improved job title Unhappy with current team Better office location (commute, city) Poor relationship with manager Unsatisfactory leadership/management 1 2 3 4 5 Improved job title Better office location (commute, city) Poor relationship with manager Increased job security More challenging work 1 2 3 4 5 Least important factors when Malaysian candidates are considering a new job Malaysia Talent Trends 2014 10talent.linkedin.com
  • Talent trend outliers Active Job title is least important in Job title is least important in 33% Malaysia 69% Sweden 63% Australia 59% United Kingdom 51% New Zealand 47% Norway 46% Australia Office location is least important in Poor relationship with manager is least important in Job security matters the least in Passive 47% United Arab Emirates 43% Hong Kong 43% India 33% Indonesia 31% Spain 32% South Africa 28% Russia 28% France 28% Turkey 33% Global average 25% Global average 27% Malaysia 49% Global average 41% Malaysia 33% Global average 19% Malaysia 22% Global average 54% Malaysia Malaysia Talent Trends 2014 11talent.linkedin.com
  • The importance of talent brand to professionals Malaysia and professionals worldwide agree that the most important factor in considering a new job is whether their prospective new company is considered a great place to work (in other words, whether the company has a strong talent brand). 19% The company has a reputation for great products and services 19% The company has a reputation for great people 9% The company has a reputation for being prestigious 53% The company has a reputation as a great place to work What is the most important factor when picking an employer? Malaysia Talent Trends 2014 12talent.linkedin.com