Activity of Professionals and Managers in the Labour Market in … · 2012-07-31 · Activity of Professionals and Managers in the Labour Market - Antal International survey 2 Introduction

June 2012

www.antal.pl

Activity of Professionals and Managers in the Labour Market in Poland Edition 2 Antal International Survey

http://www.antal.pl/

Activity of Professionals and Managers in the Labour Market - Antal International survey www.antal.pl 2

Introduction The Activity of Professionals and Managers in the Labour Market in Poland survey by Antal International is

meant to evaluate the percentage of professionals and managers among those employed, unemployed or hired under a contract for services who:

seek a job actively,

seek a job passively,

are not willing to change their job at all. The aim of the study is also to learn how many persons have actually changed their job over the last year and what motivates those who are willing to change their job. The survey has targeted a group of 1469 respondents in Poland. We hope that you will find this report interesting, and it will help you learn which factors are important to professionals and managers and how to make them satisfied and – as a result – improve your company’s performance.

Artur Skiba Managing Director Antal International

About Antal International Founded in 1993, Antal International is a management and professional recruitment specialist with a particular focus on the sourcing and retention of candidates in the 'Generation Y' bracket. The company now has over 100 offices in more than 30 countries and works with many of the world's most successful and ambitious employers. The Polish subsidiary was formed in 1996. The Warsaw office has a few dozen consultants, which makes the company an absolute leader in the Polish recruitment market. Antal International has been one of the first to use a team distribution based on the matrix portfolio. It enables the consultants to specialise themselves in narrow industries and sectors to become experts in their respective fields. This helps better understand the industry and consequently candidate requirements and client needs. More details available from www.antal.pl.



Table of Contents

1. Methodology..................................................................................................................................................... 4

2. Who and How Seeks a Job .............................................................................................................................. 5

2.1. Occupational Activity of Professionals and Managers ................................................................................ 5

2.2. Professionals and Managers vs. Job Change ............................................................................................ 5

2.3. Do Professionals and Managers Look for a New Job? ............................................................................... 6

2.4. Which Professionals and Managers Look for a New Job? ......................................................................... 7

2.5. In Which Regions of Poland Do Professionals and Managers Look for a Job? .......................................... 7

2.6. How Many Job Offers Do Professionals and Managers Receive? ............................................................. 8

3. Important Factors When Changing a Job ....................................................................................................... 10

3.1. Most Important Factors Leading to the Acceptance of a Job Offer .......................................................... 10

3.2. Most Important Factors Leading to the Refusal of a Job Offer ................................................................. 11

4. Readiness of Professionals and Managers for Relocation ............................................................................. 12

4.1. Are Professionals and Managers Ready to Relocate for an Attractive Job Offer? ................................... 12

4.2. Which Polish Cities Are the Most Attractive in Terms of Relocation? ....................................................... 13

5. Summary ................................................................................................................................................... 15


1. Methodology The Activity of Professionals and Managers in the Labour Market in Poland survey was conducted by Antal

International using CAWI method on 17-23 May 2012. The survey asked 1469 respondents across Poland, of which 31% were women and 69% men. Professionals accounted for 44% and managers for 56% of the respondents. The survey was anonymous. Questionnaire: 1. Are you looking for a job?

Yes, all the time I am actively looking for a job Yes, I am looking for a job passively (my CV is available

through recruitment and community portals and I am open to new job offers) I am not looking for a job 2. Would you consider a recruiter’s offer to take another job?

Yes No 3. How many job offers have you received over the last year? (please specify the number) 4. Have you changed your job over the last year?

Yes No 5. Please mark the three most important factors that might make you accept a job offer.

Attractive benefits Employer’s good reputation in the market Good promotion opportunities Short daily

commute Possible relocation Possible foreign trips Preferred management style and organisational

culture in the company Ample training opportunities More prestigious brand More employment stability

Higher pay Better work/life balance Company’s high innovativeness Higher levels of responsibility and decision-making in the proposed position

6. Please mark the three most important factors that might make you reject a job offer.

No or poor promotion opportunities No or poor training opportunities No or little fringe benefits No

work/life balance Longer daily commute Necessary relocation Less prestigious brand Less

employment stability Company’s low innovativeness Lower pay Lower levels of responsibility and

decision-making in the proposed position Unacceptable management style and organisational culture in

the company Employer’s bad reputation in the market 7. Would you decide to relocate for an attractive job offer?

Yes, only within Poland Yes, only abroad Yes, within Poland or abroad No 8. If yes, which city would you find the most attractive in terms of domestic relocation?

Białystok Bydgoszcz Cracow Częstochowa Gdańsk Gdynia Katowice Kielce Lublin Łódź

Poznań Radom Sosnowiec Szczecin Toruń Warsaw Wrocław Other, which one

Metrics: Gender: female + male

Age: up to 25 years 26-30 31-40 41-50 more than 50 Residence: …………………….. Province

Employment level: professional manager

Total gross monthly salary: up to 5000 zlotys 5001-10,000 10,000-15,000 more than 15,000

Industry: Construction and real estate Shared services centres/business process outsourcing Consulting

Conventional and renewable energy FMCG Financial institutions IT and telecoms Law offices Media, PR

agencies Automotive Industry Retail chains Pharmaceutical and medical equipment Transport, forwarding

and logistics Tourism

Domain (specialisation area): Administration Banking and insurance Finance HR Engineering IT Law

Sales and marketing Senior management

Are you economically active at present?: Yes, I am employed under a contract of employment Yes, I work

under a contract/contract for services/temporary work contract No


2. Who and How Seeks a Job

2.1. Occupational Activity of Professionals and Managers

Ninety-one percent of the professionals and managers who participated in the survey are economically active, whereas 9% are unemployed. Seventy-eight percent of the respondents are employed under a employment contract, whereas 13% work under a civil contract or temporary employment contract.

Are you economically active at present?

Yes, I am employed under a contract of employment

Yes, I work under a contract/contract for services/temporary work contract

No

This means that professionals and managers are a social group that is economically very active. This is particularly visible when compared with Poland’s overall economic activity rate (BAEL), which was 56.3% in the fourth quarter of 2011. The high economic activity rate of professionals and managers has not changed since the first edition of the survey conducted in November 2011. Only the percentage of persons working under a civil contract or temporary employment contract has increased slightly (by 1%).

2.2. Professionals and Managers vs. Job Change

Over the last year every third respondent (33%) has decided to change his or her job. This applies equally to women and men, both professionals and managers. The highest share of the persons who have changed their job was recorded for the Opole (63%) and West Pomerania (50%) Provinces. Considering specialisation, the highest share of the respondents who have changed their job over the last year was recorded among senior management (38%) and IT (34%). This has most rarely been the case among lawyers (22%).


Bigger differences can be seen in terms of current employment. Among the persons who are now employed under a contract of employment, 30% have changed their job over the last year, among those hired under a civil contract or temporary employment contract , it was 46%, and among those without job, 41%.

Have you changed your job over the last year?

Yes

No

2.3. Do Professionals and Managers Look for a New Job?

Every third respondent (33%) looks for a job actively.

More than half of the respondents (51%) seek a job passively – by posting their CVs to recruitment and

community portals and submitting them to recruitment agencies. These persons are open to new career opportunities. Sixteen per cent of the professionals and managers declare that they do not seek employment, whereas 84% of this group would consider a job offer received from a recruiter, i.e. by 4% more than in the previous

edition of the survey. The percentage of all the respondents willing to consider a recruiter’s job offer amounts to 97%.

Are you looking for a job?

Yes, all the time I am actively looking for a job

Yes, I am looking for a job passively (my CV is available through recruitment and community portals and I am open to new job offers)

I am not looking for a job


2.4. Which Professionals and Managers Look for a New Job?

Women look for a new job more seldom than men (80% as compared with 86%). This can lead to the conclusion that they are more loyal to the employer and appreciate reliable employment more. The percentage of women and men who do not look for a job has increased slightly since the previous edition of the survey (by 4%). Job-seeking decisions are similar for the respondents in both professional and management positions. The highest percentage of the respondents who most often look for a job actively was recorded among:

administration staff (45.7%),

lawyers (40.7%),

sales and marketing professionals and managers (38.9%). The highest percentage of the respondents who do not look for a job, in turn, was recorded among:

financiers (29.1%),

IT professionals and managers (26.9%). It should be noted that financiers and IT professionals and managers are among those employees who are the most sought for (based on Antal Global Snapshot, a cyclical regular global survey of hiring (and firing) trends) and at the same time it is the IT staff who change their job most often. This shows that they are in demand in the labour market and employers strive to win them over.

2.5. In Which Regions of Poland Do Professionals and Managers Look for a Job?

The highest percentage of professionals and managers who actively look for a job was recorded for the following provinces:

Subcarpathian (52.9%),

Warmia-Masuria (46.2%),

Łódź (44.3%).


However, most professionals and managers who do not look for a job live in the following provinces:

Świętokrzyskie (30.8%),

West Pomerania (27.8%),

Warmia-Masuria (23.1%).

An interesting case is the Warmia-Masuria Province, where professionals and managers relatively seldom look for a job passively. They exhibit very determined attitudes. The reason may be the peculiarity of this region, where there are still not many companies and career opportunities are scarcer than in other provinces. This makes one suppose that there are only few attractive positions which professionals and managers do not want to resign from, whereas the others actively seek for more attractive jobs.

2.6. How Many Job Offers Do Professionals and Managers Receive?

On average, the respondents have received five job offers over one year. Half of them have not received more than three job offers (median). Men have received, on average, more job offers (6) than women (4). Those who live in the following provinces have received most job offers:

Lesser Poland (6.43),

Lower Silesia (6.05),

Łódź (5.42). The lowest number of job offers has been received by those living in the Subcarpathian and Lublin Provinces (2.69). Most job offers have been received by professionals and managers in the following fields:

IT (7.57),

Law (5.88),

Engineering (5.06). The fewest job offers have been received by HR professionals and managers (3.71).


Only 8% of the respondents have not received any job offer over the last year. The professionals and managers actively looking for a job have received, on average, 4.62 job offers. The respondents who look for a job passively have received, on average, 5.36 job offers, and those who do not look for a job at all, 4.73 job offers. The respondents who have changed their job over the last year have received, on average, 6.01 job offers, whereas the professionals and managers who have not changed their job over that period have received, on average, 4.52 job offers.


3. Important Factors When Changing a Job

3.1. Most Important Factors Leading to the Acceptance of a Job Offer

Please mark the three most important factors that might make you accept a job offer.

Higher pay Preferred management style and organisational culture in the

company Higher levels of responsibility and decision-making in the

proposed position

Good promotion opportunities

Employer’s good reputation in the market

More employment stability

Ample training opportunities

Better work/life balance

Short daily commute

Attractive benefits

Company’s high innovativeness

More prestigious brand

Possible foreign trips

Possible relocation

The highest percentage of professionals and managers believe that the most important factors are higher pay (71.4%), preferred management style and organisational culture (40.1%) and higher levels of responsibility and decision-making in the proposed position (32%). The fewest respondents care about possible relocation (1.7%), possible foreign trips (6.1%) or more prestigious brand (6.4%). It should be noted that although most respondents do not find brand prestige to be the most important, the employer’s good reputation in the market is referred to by 23.7% as the most important factor. This proves how significant employer branding efforts can be. Attractive benefits are mentioned as an important factor by older respondents aged more than 51 years (15%). The younger the age, the less important this factor is. It is similar with short daily commute: it is important to 14% of respondents aged more than 41 years and to 0.5% in a group of persons aged up to 25 years. This trend can also be observed for the answer ‘preferred management style and organisational culture in the company’. The employer’s good reputation in the market is believed to be the most important factor by persons aged up to 25 years (41%). In the remaining age groups, it is important to every fourth person. More reliable employment is most often attractive to younger employees (24% - 26-30 years, 23% - up to 25 years and 16% - more than 51 years).


Higher pay will most often induce the respondents to change their job. The exception is a group of employees aged up to 25 years, where this percentage is 50%.

3.2. Most Important Factors Leading to the Refusal of a Job Offer

Please mark the three most important factors that might make you reject a job offer.

Employer’s bad reputation in the market

Unacceptable management style and organisational culture in the company

Lower levels of responsibility and decision-making in the proposed position

Lower pay

Company’s low innovativeness

Less employment stability

Less prestigious brand

Necessary relocation Longer daily commute

No work/life balance

No or little fringe benefits

No or poor training opportunities

No or poor promotion opportunities

For most respondents (65.3%) the employer’s bad reputation in the market is the most important factor why they would decide to reject a job offer. Similar to the previous diagram, an unacceptable management style and organisational culture in the company (37.9%) and lower levels of responsibility and decision-making in the proposed position (37.8%) will most often lead to the rejection of a job offer. Interestingly, poor promotion (3.6%) and poor training (4.2%) opportunities seldom affect the rejection of a job offer, while they highly motivate to take on a job when they are in high supply within an organisation. The lack of work/life balance will most often lead to the rejection of a job offer by employees in the middle of their career when they are aged 26-30 years (21%). For employees aged more than 51 years this will be important to 16% of the respondents, and for those aged up to 25 years to 14% of the respondents. Lower levels of responsibility and decision-making in the proposed position will lead to the rejection of a job offer, above all, for employees aged 51+ (28% of them). Conversely, they belong to the group in which the fewest persons (35%) would reject a job offer due to an unacceptable management style and organisational culture in the company. Women and men exhibit similar attitudes. Five per cent more women find good promotion opportunities to be one of the most important factors.


4. Readiness of Professionals and Managers for Relocation

4.1. Are Professionals and Managers Ready to Relocate for an Attractive Job Offer?

Seventy-five per cent of professionals and managers would decide to relocate for an attractive job offer. It would not be important to every second respondent (48%) whether he or she would relocate within Poland or abroad. Nineteen per cent would change their residence, but only within Poland, whereas only 8% would go abroad.

Would you decide to relocate for an attractive job offer?

Yes, only within Poland

Yes, within Poland or abroad

Yes, only abroad

No

The areas with the highest percentage of professionals and managers willing to relocate for an attractive job

offer both in Poland and abroad include:

senior management (61.2%),

HR (57.4%),

administration (51.4%). The areas with the highest percentage of professionals and managers who would not relocate for an attractive

job offer include:

finance (34.7%),

IT (30.1%),

banking and insurance (28%). Women are only slightly less mobile than men. As far as the readiness to relocate within Poland or abroad is concerned, it is shown by 10% less women. However, women are willing to relocate within Poland (18.1%) at a comparable level as men (18.7%). Every third woman will not decide to relocate for an attractive job offer, as every fifth man will not either.


Would you decide to relocate for an attractive job offer?

woman man

Yes, only Yes, only Yes, within Poland No within Poland abroad or abroad

4.2. Which Polish Cities Are the Most Attractive in Terms of Relocation?

Sixty-seven per cent of professionals and managers would decide to relocate within Poland for an attractive job offer. These respondents also answered in which cities they would like to live in such a situation. To the fore comes Wrocław, which would be attractive in terms of relocation for every second respondent (52.5%). The second position is held by Cracow (45.2%) and the third one by Warsaw (43%). Gdańsk (39.1%) and Poznań

(36.8%) also appear high in the rankings.

Which city would you find the most attractive in terms of domestic relocation?

Wrocław

Cracow

Warsaw

Gdańsk

Poznań

Gdynia

Katowice

Łódź

Other

Toruń

Szczecin

Bydgoszcz

Lublin

Częstochowa

Sosnowiec

Białystok

Kielce

Radom


Wrocław is most often mentioned as a city attractive in terms of relocation for professionals and managers from the following areas:

administration (46%),

human resources management (49%),

law (44%). Cracow is most often mentioned as a city attractive in terms of relocation for professionals and managers from the following areas:

senior management (47%),

human resources management (36%),

sales, marketing and IT (32%). Warsaw is most often mentioned as a city attractive in terms of relocation for professionals and managers from the following areas:

administration (46%),

senior management and banking and insurance (33%),

human resources management (32%).


5. Summary Ninety-one per cent of professionals and managers who participated in the survey are economically active, 9%

have no job now, 78% are employed under a contract of employment, and 13% work under a civil contract or temporary employment contract. Over the last year every third respondent (33%) has decided to change his or her job. This applies equally to

women and men, both professionals and managers. Every third respondent (33%) looks for a job actively. More than half the respondents (51%) seek a job

passively – by posting their CVs to recruitment and community portals and submitting them to recruitment agencies. These persons are open to new career opportunities. Sixteen per cent of the professionals and managers declare that they do not seek employment, whereas 84% of this group would consider a job offer received from a recruiter, i.e. by 4% more than in the previous edition of the survey. The percentage of all the

respondents willing to consider a recruiter’s job offer amounts to 97%. On average, the respondents have received five job offers over one year. Only 8% of the respondents have not

received any job offer over the last year. The highest percentage of professionals and managers believe that the most important factors to accept a job offer are higher pay (71.4%), preferred management style and organisational culture (40.1%) and higher levels of

responsibility and decision-making in the proposed position (32%). The fewest respondents care about possible relocation (1.7%), possible foreign trips (6.1%) or more prestigious brand (6.4%). For most respondents (65.3%) the employer’s bad reputation in the market is the most important factor why they would decide to reject a job offer. An unacceptable management style and organisational culture in the

company (37.9%) and lower levels of responsibility and decision-making in the proposed position (37.8%) will most often lead to the rejection of a job offer. Seventy-five per cent of professionals and managers would decide to relocate for an attractive job offer. It would not be important to every second respondent (48%) whether he or she would relocate within Poland or abroad. Nineteen per cent would change their residence, but only within Poland, whereas only 8% would go abroad. These respondents also answered in which cities they would like to live in such a situation. To the fore comes Wrocław, which would be attractive in terms of relocation for every second respondent (52.5%). The second position is held by Cracow (45.2%) and the third one by Warsaw (43%). Gdańsk (39.1%) and Poznań (36.8%)

also appear high in the rankings.


Antal International Surveys

Antal International conducts regular surveys of the labour market that help learn in depth its special nature to make our efforts faster and more efficient. The scope of these surveys is international or local. The Polish office leads research focused on the labour market in Poland and in the regions. The regular Antal International surveys conducted in Poland are: Antal Global Snapshot is a quarterly review of the dynamics of the employment and dismissal of professionals

and managers in the markets of the most dynamic economies worldwide. Most Desirable Employers Survey, conducted every year, shows the preferences of Polish professionals and

managers for potential workplace. Antal International Salary Survey, conducted twice a year, provides information on the salaries of professionals

and managers in the Polish market. Activity of Professionals and Managers in the Labour Market in Poland, conducted every six months, aims at

analysing the behaviours and attitudes of professionals and managers towards the job change.

More details can be found at www.antal.pl

To be kept informed about our efforts, join Antal International group on www.goldenline.pl.

Antal International Sp. z o.o.

www.antal.pl

Warszawa, ul. Skorupki 5 Tel. 22 483 50 00

[email protected]

Wrocław, ul. Szewska 8 Tel. 71 736 50 00

[email protected]

Cracow, Al. Słowackiego 64 Tel. 12 446 50 00

[email protected]


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Activity of Professionals and Managers in the Labour Market in … · 2012-07-31 · Activity of Professionals and Managers in the Labour Market - Antal International survey 2 Introduction