Do you know what drives people to change jobs? Or what the future job-switching landscape looks like? Whether you’re looking to grow your team or prevent your people from making the switch, it’s an important insight to have.

You’d be forgiven for thinking that employees would be reluctant to leave for pastures new given the current climate; business closures, multiple lockdowns, redundancies – and not forgetting the impact of Brexit – have all played their part in making for an uncertain market. But in a recent Randstad survey of 6,000 UK candidates, it seems that candidate confidence is at an all-time high.

 

Employees are willing to change roles if their needs are not met

Our survey found an overwhelming 67% of people feel either confident or very confident at the prospect of moving to a new employer; in fact, an astonishing 48% of our survey respondents have reportedly switched roles in 2021.

Those employees currently considering a job move say there is plenty of opportunity and access to new roles right now, and they won’t hesitate to make a move in order to meet their goals. But what exactly are those goals?

When asked about the most influential factors at play in keeping people within their current roles, our survey found that while salary still tops the charts, the collective demand for those areas impacting overall job satisfaction outweighs fiscal concerns:

  • Salary (22%) 
  • Work-life balance (13%)
  • Job Security (13%) 
  • Flexible working (12%) 
  • Work atmosphere (12%) 
  • Career progression (11%) 
  • Benefits (7%) 

 

Together, the call for a good work-life balance, reassurance around job security, more flexible working hours, and a pleasant working environment make up a sizeable 50%. And when it comes to the factors that influence a candidate’s decision to accept a new role, the opportunity for flexible working has this year knocked job location out of the top five.

 

Knowledge is power: how to win in the war for talent 

A significant 35% of employees worry that the pandemic will have impacted progression opportunities with their current employer. With career development ranking 6th in the decision to remain in a role, companies looking to lure away top performers would do well to focus on progression opportunities when positioning job offers. 

Interestingly, the number one obstacle facing candidates in the job application process is not knowing what it’s like to work at an organisation. This insight, uncovered in the 2021 Randstad Employer Brand Research (REBR) report, gives employers an opportunity: invest in your company culture and highlight this in marketing materials, job ads, interviews and offers. 

Highlight company stability (job security is an essential motivating factor), demonstrate your commitment to ensuring a positive working experience (from flexible hours to a healthy work-life balance), and give people a taste of what working for your company is all about!

 

Looking to prevent the fallout? The time to act is now

Our survey found that 24% of employees are planning to leave their job within the next three to six months, equally 76% remain waiting, so when 69% feel confident to switch jobs - is job loyalty strong enough to hold workers in current jobs? Resignations are coming. 

 

If you want to keep hold of your people, you need to act now.

Covid is proving to be a primary detractor (41%) in the decision to leave a stable position, so if you can carve your employees a clear route to career progression, communicate job security and company direction, and appeal to your employees’ wants and needs in the current climate, the reasons to remain loyal could win-out.