These employers will attract the most engaged employees, those who are committed and provide advocacy for the firm. Leaders need to pay attention to what is important to job seekers today. After all, the collective value of our talent is the only sustainable differentiator in today's global economy.
Philadelphia, PA (PRWEB) December 2, 2009
Job candidates say that having a good connection with one's manager is the least important factor when considering a new employer, according to a survey of over 1,300 people on LinkedIn® by Right Management. This result is striking given most research confirms the manager's role as paramount to building high levels of employee engagement. Today's job seekers are most attracted to opportunities to learn and grow. Right Management is the talent and career management expert within Manpower, the global leader in employment services.
Right Management asked current employment candidates on LinkedIn® "What is most important when considering a new employer?"
1. Career development prospects (40%)
2. Work/life balance (21%)
3. Innovative company culture (15%)
4. Competitive compensation and benefits (12%)
5. Good rapport with manager (8%)
"We've known for some time that employees value career development opportunities over compensation and benefits," says George Herrmann, Executive Vice President of Americas at Right Management. "But what we found noteworthy was that such little value is placed on the relationship and connection with the individual's manager. Other research we have conducted around employee engagement reinforces that the manager's role is paramount to foster employee pride, advocacy and commitment. The results of the current study really surprised us."
Herrmann believes the reduced focus on manager rapport could be a nuance of the study participants. "The majority of those responding to the survey are in career transition or looking for new employment. Therefore, focusing on a manager they are not yet working with may be less important to them as they consider new employment. Right now they are focused on tangibles – opportunities to learn and grow."
The results signify a shift towards the growing importance that employees be considered as ‘one size fits one,' advises Herrmann. "Today's job seekers want a partnership with their employer. They want customized development opportunities that meet their individual needs. The chance to learn and grow is of prime importance when evaluating employment options."
The company that pays the most attention will win the best talent available in the market, advises Herrmann. "These employers will attract the most engaged employees, those who are committed and provide advocacy for the firm. Leaders need to pay attention to what is important to job seekers today. After all, the collective value of our talent is the only sustainable differentiator in today's global economy."
"Managers who take the time to learn what's important to their team members are in the ideal position to help bring employee and organizational goals together. Better alignment will result in greater contribution and career satisfaction, leading to improved employee engagement – all of which ultimately impacts the bottom line," said Herrmann.
The LinkedIn survey of 1,363 employment candidates was conducted between October 23 and November 6, 2009 in the United States, Canada and Latin America.
About Right Management:
Right Management (http://www.right.com) is the talent and career management expert within Manpower, the global leader in employment services. Right Management helps clients win in the changing world of work by designing and executing workforce solutions that align talent strategy with business strategy. Our expertise spans Talent Assessment, Leader Development, Organizational Effectiveness, Employee Engagement, and Workforce Transition and Outplacement. With offices in over 50 countries, Right Management partners with companies of all sizes. More than 80% of Fortune 500 companies are currently working with us to help them grow talent, reduce costs and accelerate performance.
This press release was distributed through PRWeb by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company