Presentation on theme: "1 T alent M otivation S urvey Technical White collar Workers."— Presentation transcript:
1 T alent M otivation S urvey Technical White collar Workers
2 Content Background Sample Survey Deliverables Budget Who are Universal Communication and Profacts Why subscribe to this study?
There is a structural shortage of engineers in Belgium 4
There is a structural shortage of Technical blue-collar workers in Belgium 5
There is a structural shortage of Technical workers in Belgium 6
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
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
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 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 ++
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
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.
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 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: