Job Seeking Reaches a 2 year High with Nearly 1 in 4 Seeking New Opportunities, Finds CIPD

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October 31, 2013, London, UK — Job seeking intentions are at their highest since spring 2011, according to a survey of nearly 3,000 employees published today by the CIPD, the professional body for HR and people development, in partnership with Halogen.

The CIPD/Halogen Employee Outlook reveals that, after years of labour market stagnation, talent is once again on the move and fewer organisations are implementing recruitment freezes. The survey revealed that 24% of employees in the private and voluntary sectors, and 23% in the public sector, are looking for a new job. Just 24% of employees report that their organisation has a freeze on recruitment, down from 28% in spring 2013 and 29% in winter 2012.

The research revealed that the intention to look for a new job increases with job dissatisfaction (62% are looking for a job, compared with 10% who are satisfied), disengagement (71% compared with 9% who are engaged) and those facing pressure every day (45% compared with 19% who never feel under excessive pressure). More than 3 in 5 (61%) said that an opportunity to progress within their role is important to them, but a shocking one in four employees (27%) said that they had never had a performance review at work.

Claire McCartney, Research Adviser at the CIPD, said: “Talent is on the move again, signalling a decline in fear around job security as the impact of the economic downturn begins to lessen. However, this should also signal a warning to employers to up their game when it comes to retaining key talent – if they aren’t monitoring their employees’ progression and providing opportunities to talk about career development, they may well risk losing some of their most talented workers, who might well vote with their feet and take advantage of a somewhat improved labour market outlook. The private sector is particularly at risk of this, where there has been a steady decline in employees’ job satisfaction.

“Now more than ever, employers need to focus on ensuring their line managers are equipped with excellent people management skills, so they can play their role in fostering open and transparent cultures where people feel they can make a valued contribution and get recognition for it.”

Donna Ronayne, Vice President of Marketing at Halogen, said:“These findings demonstrate that organisations who want to keep top talent need to assess how well their talent management programs are addressing employee needs and the needs of the organisation. Do managers have the tools and training to coach employees effectively? Are they giving employees meaningful feedback and recognition on a regular basis? Do employees know what is expected of them and how their work contributes to the organisation’s mission and success? Are managers engaging employees in discussions about career development opportunities? If organisations can improve their ability to execute in these areas, they can improve employee accountability and engagement, boosting job satisfaction, retention and productivity.”

Overall, the survey showed that net levels of job satisfaction* remain similar to spring 2013 (+40 now compared to +41 then) but are down on previous quarters (+44 in winter 2012-13, and +47 in spring 2012). Employees in the voluntary sector continue to be the most satisfied with their jobs (+54), while job satisfaction levels in the private sector have declined steadily over the last few quarters and now sit at +39 (compared to +44 in spring 2013 and +48 in winter 2012/13).

The CIPD/Halogen Employee Outlook also tracks overall employee engagement via the Employee Outlook Engagement Index, which comprises a set of measures which are important to understanding the level of engagement an employee feels towards their organisation. The index consists of 16 items, weighted and aggregated to give an overall score and is tracked regularly. The proportion of engaged employees this quarter is 36%, broadly similar to the previous two quarters (compared with 37% in spring 2013 and 35% in winter 2012/13) but still below the levels of autumn 2012 (38%). Four per cent of employees are disengaged and 60% remain neutral.

The survey also tracks employees’ attitudes towards their line managers and senior managers, as well as the extent to which employees feel under pressure at work. To read the full findings, download the report from theCIPD website.

Claire McCartney and Donna Ronayne will be presenting the main findings of the latest Employee Outlook at the CIPD’s Annual Conference and Exhibition on 6th November 2013.

* Net satisfaction scores refer to the proportion of people agreeing with a statement versus those disagreeing. Scores can range from -100 to +100.

CIPD Press Enquiries
Robert Blevin / Katy Askew / Isabel Allanwood
Tel: 020 8612 6400
Email: press@cipd.co.uk

Halogen Contact:
Melany Gallant
Tel: +1 613-270-1011 x 4338
mgallant@halogensoftware.com

Notes to Editors

  • Claire McCartney and Donna Ronayne are available for interview.
  • If you wish to reproduce this press release in full on your website, please link back to the original source:http://www.cipd.co.uk/pressoffice/press-releases/job-seeking-reaches-2-year-high-nearly-1-in-4-seeking-new-opportunities-finds-cipd-311013.aspx. This link will be live after 00.01 on 31st October 2013.
  • The Employee Outlook survey is twice yearly, having previously been quarterly, and is sponsored by Halogen for the first time.
  • YouGov conducted the latest Employee Outlook survey of 2,924 employees between 19th and 25th September 2013. All results have been weighted to be representative of the UK workforce in relation to sector and size (private, public, voluntary), industry type and full-time/part-time working by gender. The full report will be available to download from: http://www.cipd.co.uk/hr-resources/survey-reports/employee-outlook-autumn-2013.aspx at 00:01 hours on 31 October 2013.
  • The CIPD is the professional body for HR and people development. It has over 130,000 members internationally working in HR, learning and development, people management and consulting across private businesses and organisations in the public and voluntary sectors. As an independent and not for profit organisation, the CIPD is committed to championing better work and working lives for the benefit of individuals, business, the economy and wider society - because good work and all it entails is good for business and society at large, and what is good for business should also be good for people’s working lives. The CIPD brings together extensive research and thought leadership, practical advice and guidance, professional development and rigorous professional standards to drive better capabilities and understanding in how organisations of all kinds operate and perform, and in how they manage and develop their people. A Royal Charter enables the CIPD to confer individual chartered status on members who meet the required standards of knowledge, practice and behaviours.
  • Halogen Software(TSX: HGN) offers an organically built cloud-based talent management suite that reinforces and drives higher employee performance across all talent programs – whether that is recruiting, performance management, learning and development, succession planning or compensation. With over 1,750 customers worldwide, Halogen Software has been recognized as a market leader by major business analysts and has garnered the highest customer satisfaction ratings in the industry. Halogen Software’s powerful, yet simple-to-use solutions, which also include industry-vertical editions, are used by organizations that want to build a world-class workforce that is aligned, inspired and focused on delivering exceptional results. For more information, visit:http://www.halogensoftware.com. Subscribe to Halogen Software's Exploring Talent Management blog:http://www.halogensoftware.com/blog/ or follow Halogen Software on Twitter: http://twitter.com/HalogenSoftware
  • The CIPD is proud to celebrate its centenary in 2013: one hundred years of leading HR into the future. For more information about the CIPD’s history, please visithttp://www.cipd.co.uk/100