randstad workmonitor june 2011.

Employees acknowledge war on talent and skills mismatch

The impact of the retiring 'babyboom' generation combined with declining population growth causes a demographic shift leading to increasing demand and decreasing supply on the labor market. Almost half of the employees acknowledge this trend to have a direct impact on their careers, according to the latest findings of the Randstad Workmonitor, conducted in 29 countries around the world. Chinese employees feel this most strongly (73%), while Germany is at the other end of the spectrum with only 18%.



The consequence of this demographic shift, the so-called war on talent, becomes visible: a third of the respondents indicate their organization already has trouble hiring well-qualified staff to fill its vacancies. Retention is another issue highlighted in the Randstad Workmonitor. At least half of the employees noticed that the majority of colleagues who recently left their company were performing very well, which means qualified employees are leaving. Attracting people with the right skills to fill the gap, is increasingly challenging. Which is illustrated by employees across the board admitting the requirements of their job are beyond their abilities. Half of the respondents feel their career demands more education and training than ever before.



"These findings may not be new but they are becoming increasingly apparent", comments Ben Noteboom, CEO Randstad Holding nv. "To tackle future shortages on the labor market, we continue to facilitate all forms of transition and mobility of employees: socially, professionally and geographically. Our aim is to contribute to an efficient and well-functioning employment market, for both our clients and our candidates. The Randstad Workmonitor also shows the importance of ongoing vocational training and training-on-the-job. Employees clearly indicate they need this to cope with changing job requirements and greater responsibilities."

Quarterly recurring items

Employee confidence is stable

The overall level of confidence in finding another job within the next six months has stabilized. Chinese, Indian and Australian employees are most confident in finding another job, and also Spain has experienced a boost in confidence. In Switzerland the fear of losing a job has increased significantly in the last three months, while in Germany this not an issue at all.



Mobility: at 106 no change compared to Q1 Overall, the Mobility Index is at 106, which is the same level as last quarter. The Mobility Index of Switzerland however, shows a significant increase of 12 points. More and more Swiss employees expect to be working elsewhere within the next six months. Also the Mobility Index for Spain, Mexico, and Luxemburg has increased, while Poland, Norway, Slovakia, Denmark and Chile show a decline.



Job satisfaction: Denmark and Mexico in the lead The increased satisfaction among Danish employees with their current employer, makes Danish employees the most satisfied in Europe. In Mexico, the number of (very) satisfied employees is relatively high. Compared to three months ago, the satisfaction of Chinese employees has increased. Canadian and Indian employees are less satisfied than before.



Personal motivation: highest in Italy, Mexico and India In the Scandinavian countries, employees are the least focused on getting a promotion. In Poland too, fewer employees are focused on getting a promotion. As before, the most ambitious employees in Europe can be found in Italy. Outside Europe, the most ambitious employees can be found in Mexico and India.

The Randstad Workmonitor

After the successful introduction of the Workmonitor in the Netherlands in 2003 and more recently in Germany, the survey now covers 29 countries around the world, encompassing Europe, Asia Pacific and the Americas. The Randstad Workmonitor is published four times a year, making both local and global trends in mobility regularly visible over time.



The Workmonitor Mobility Index, which tracks employee confidence and captures expectations surrounding the likelihood of changing employers within a six month time frame, provides a comprehensive understanding of job market sentiments and employee trends. In addition to measuring mobility, also employee satisfaction & personal motivation, as well as a rotating set of themed questions are part of the survey.



The quantitative study is conducted via an online questionnaire among a population aged 18-65, working a minimum of 24 hours a week in a paid job (not self-employed). The minimal sample size is 400 interviews per country, using Survey Sampling International. Research for the second wave 2011 was conducted from May 2 to 13, 2011.