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1 T alent M otivation S urvey Technical White collar Workers.

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Presentation on theme: "1 T alent M otivation S urvey Technical White collar Workers."— Presentation transcript:

1 1 T alent M otivation S urvey Technical White collar Workers

2 2 Content Background Sample Survey Deliverables Budget Who are Universal Communication and Profacts Why subscribe to this study?

3 3 Background

4 There is a structural shortage of engineers in Belgium 4

5 There is a structural shortage of Technical blue-collar workers in Belgium 5

6 There is a structural shortage of Technical workers in Belgium 6

7 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. 7

8 8 Sample

9 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 workers N=878 (N=600 was promised) Total Civil Engineers N=363 (N=200 was promised) Civil Industrial Engineers N=255 (N=200 was promised) Industrial Technical Bachelors N=260 (N=200 was promised) Technical Dutch speaking N=641 French speaking N=237 Young Professionals (<=7j) N=350 Experienced Professionals N=528 NL FR Young Pro Exp. Reweighted to representative distribution in Belgium Technical White Collar workers is equally represented by Civil Engineers, Industrial Engineers and Technical Bachelors. Syndicated Research Talent Motivation Study Base: Technical White Collar workers Technical White Collar workers older than 45 year were screened out

10 10 Survey

11 Structure survey 11 Sectors and companiesEmployee 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 MediaProfiling

12 Structure survey 12 Sectors and companies Employee engagement Switch intention MediaProfiling Switch intention MediaProfiling 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?

13 13 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 price Budget-friendly ++

14 What’s in it for you? 14 Greater affinity with difficult target groups, due to a better knowledge of the key motivations and drivers Better 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

15 15 Deliverables

16 16  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.

17 17 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 Technical Total © Universal Communication & Profacts 2012 Syndicated Research Talent Motivation Study Base: Technical White Collar workers %

18 18 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 Technical Total © Universal Communication & Profacts 2012 Syndicated Research Talent Motivation Study Base: Technical White Collar workers – When in top 3 preferred sectors IT, ELECTRONICA AND TELECOM % Total Awareness % Company B: North: Spontaneous: 40% Aided: 55% Total: 95% South: Spotaneous: 35% Aided: 63% Total: 98% Company C North: Spontaneous: 14 % Aided: 61% Total: 96% South: Spontaneous: 3% Aided: 86% Total: 89% EXAMPLE

19 19 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, when the opportunity occurs?” IT, ELECTRONICA AND TELECOM Civil Industrial Technical Total © Universal Communication & Profacts 2012 Syndicated Research Talent Motivation Study Base: Technical White Collar workers- When company is known IT, ELECTRONICA AND TELECOM Sample size too low EXAMPLE

20 20 © Universal Communication & Profacts 2012 “Reasons to prefer or not to prefer working in IT, ELECTRONICA AND TELECOM" Base: Technical White Collar workers IT, 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

21 21 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 minutes acceptable, only 58% of the White Collar workers find a commuting time of minutes acceptable. ““What is your max acceptable commuting time?” Technical White Collar workers © Universal Communication & Profacts min Mean “Do you find commuting time important?” 45min Median Syndicated Research Talent Motivation Study % Base: Technical White Collar workers % Cumulative percentage

22 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 2012 Syndicated Research Talent Motivation Study Base: Technical White Collar workers NL FR Young Pro Exp. Total %

23 23 Syndicated 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 Subgroup A Subgroup A Subgroup B Subgroup B Subgroup C Subgroup C Total Switch Cost % Base: Technical White Collar workers Benchmark*: 52.2% *Internal study Profacts 2011: People who work, <45j

24 24 Employee Engagement Civil Engineers are very satisfied about their (A), (B) and the (C). They are less satisfied about (U), (T) and (S). “To what extent are you satisfied about following aspects in your current job?” © Universal Communication & Profacts 2012 NL FR Young Pro Exp. Civil Base: Civil Engineers Syndicated Research Talent Motivation Study

25 25 A? BImmediate colleagues CImmediate supervisor DColleagues from other departments ESalary package F? G? H? I? J? KWork / life balance LStress level M? NInternal services OJob security PWork ergonomics Q? RFlexible hours SWork planning TPaid leave UJob mobility To further improve employee engagement for industrial engineers focus on the (J) policy, (M) possibilities, drive(F) & (G), are also important drivers for higher employee engagement. © Universal Communication & Profacts 2012Base: Industrial Engineers ? Job security Immediate supervisor ? ? ? Salary package IMPACT ON ENGAGEMENT SATISFACTION (top3%) Syndicated Research Talent Motivation Study Maintain Focus Improve Monitor Employee Engagement Differentiating factors? ? ? ? ?

26 26 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 Technical Total

27 27 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 28 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 2012 Syndicated Research Talent Motivation Study Base: Technical White Collar workers– Top 3 attractive recruiting channels NL FR Young Pro Exp. Total %

29 29 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

30 30 Budgets Full 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 Special Full page € € 2.750

31 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: Profacts is a market research agency. Our mission is to reveal factors for success for our clients. Our strategy is to go beyond data delivery and provide actionable recommendations. Website:


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