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Why and How People Change Jobs (in ANZ)

Why and How People Change Jobs
Greg Goudie
Written by Greg Goudie

In March 2015 LinkedIn conducted a survey of 10,500+ members asking them why they switched jobs and ANZ surveyed 719 of their staff who moved to a new company between December 2014 and March 2015 asking why they moved.

The following is a summary of the results. The full survey results can be viewed by going here Get Report

ANZ found these important factors for attracting, recruiting and retaining staff which can be equally important to your organisation or business.

1. Attract
Tap into what makes people in ANZ tick for your jobs:
Why people in ANZ change jobs – Career opportunity & poor leadership
What women in ANZ want in a job – A great culture, pride in their work & better bosses
A talent brand opportunity: The #1 obstacle to changing jobs is not knowing what it’s really like to work somewhere

2. Recruit
Tailor your recruiting and sourcing strategy to recruit the best people in ANZ:
Invest in referrals, the #1 way people in ANZ discover new jobs
Online channels are particularly popular in ANZ
Job changing challenges unique to ANZ: Inaccurate assessments & assumptions

3. Empower
Retain your best people in ANZ and prevent the dreaded two-weeks notice:
44% of people who changed jobs in ANZ might have stayed if their company had done something.

Pave strong career paths & highlight advancement opportunities: Your fast-moving employees want career road-maps and challenging work. If you set clear expectations and give them visibility into opportunities that help them advance their career or skills, they are likely to be more engaged and productive.

Recognise professional accomplishments, both big and small: A little thanks goes a long way. Recognising and celebrating talent for their accomplishments makes them feel valued, ultimately building motivation and trust.

Offer career growth, not jobs: People in ANZ are leaving their jobs in search of better career opportunities. Yet recruiting leaders still have a hard time getting quality candidates to respond. Cut through the clutter by showing how your jobs and talent brand connect with people’s deepest career aspirations. Reach out to them through friends, family and former colleagues they trust.

According to the survey, Baby boomers found one of the unique challenges when changing jobs was having false assumptions or stereotypes made by interviewers.

Source: LinkedIn survey, Why & How People Change Jobs, (Mar 2015).


About the author

Greg Goudie

Greg Goudie

Greg Goudie is the Executive Director of DOME and following many years in the automotive parts manufacturing sector, has worked with mature age unemployed for the past 15 years.

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