2018 Job Hunting Intentions and Recruitment Channels – Part II
Posted on 13th March 2019
Our last blog looked at the results of our research* into 2017/18 job movement intentions: specifically whether respondents had moved in 2017 and whether they intend to move in 2018. The general picture from this year’s research is that that more people (56%) want to move job in the first half of 2019 than wanted to in the equivalent period for 2018 (43%) or 2017 (47%). This blog looks at the next two questions in the survey.
Q. 3 If you changed jobs in the last year what was/were the reasons?
I’d now like to look at the reasons why people moved job last year – and why they might move this year. As last year, we offered respondents a range of choices as to why they changed jobs in 2018 and why they want to in 2019. These were:
A 'sideways' move, at the same level but because I wanted to work for a different company
An upwards/promotion move at the same company
An upwards/promotion move at a different company
I just wanted a change
A downwards move, for whatever reason
There are some interesting changes compared to 2017. For example, the biggest divergence was in those who moved “upwards” or were otherwise promoted at their existing company. In 2017, 21% of respondents did this, whereas last year this had fallen to only 12%.
In many ways, this reinforces the notion that the market is increasingly fluid, with more people prepared to move jobs in general (as shown in Part I of this research), but the picture seems a little more complex in that the number prepared to move “sideways” to another company has increased from 21% in 2017 to 27% in 2018. In addition, the number who were prepared to make a “downward” move, for whatever reason, also increased in 2018 (up to 7% from 2% in 2017) although the number “just wanting a change” only changed slightly – up to 27% from 25% in 2017).
Our MD, Nikola Kelly, has some interesting insights into why we’re seeing more people opting for a “sideways” move. This is because there is almost no-one who know thinks they have a “job for life.” Consequently, tenure in many posts is decreasing and, as the overall size of the IT sector grows, people looking to change jobs are happy enough to take a sideways step, knowing that, in a candidate driven market, if they are unhappy for any reason they can still move on easily.
What does this all mean for employers? Well, with more movement they need to work harder than ever to try to retain good staff. It’s significant that when I checked what I’d written about this part of our research last year (and, I suspect, the year before), I concluded, “these figures ought to be a wake-up call to HR teams and line managers to get out amongst their colleagues and create the most favourable working environments they can – otherwise, when we repeat this next year, a lot more people will have found some greener grass outside the confines of their current workplace.” Things do not appear to have changed!
The main reasons for moving in 2018 and in 2017 are shown on the bar chart below.
Q. 4 If you intend to change jobs in the next six months what are the reasons?
We asked people what were their reasons for wanting to move job in 2019 and compared them to the previous year. As shown on the bar chart below, there was very little difference in each of the categories, except for a “sideways” move to a different company, where the number increased from 20% to 27%. This mirrors what we saw above in the reasons why people moved jobs in 2018, with exactly the same percentage moving “sideways” to another company last year (see first chart above) as want to do so this year.
The other changes are minor and also, in the main, follow on from the reasons people gave for moving in 2018. Overall, the respondents to our survey are seeking not just to change jobs but to go to a new company. In a sellers’ market, candidates have a huge range of choice and employers are having to increase wage levels, sometimes substantially, to attract new talent. It may well be that it’s almost impossible to stem the tide, but, as I said above, investment in retaining quality IT professionals is now as important as your efforts to attract new staff.
Gareth Biggerstaff, CEO, Be-IT
* The research was carried out by thePotentMix, an independent third party, using Be-IT’s extensive candidate database, our consultants’ substantial number of LinkedIn contacts, a SurveyMonkey and a complementary social media campaign.
Posted in Recruitment News, Research
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