This is the frst in a series of four reports by ManpowerGroup Solutions
analyzing the results of a proprietary Global Candidate Preferences Survey
Below the Surface:
EMERGING GLOBAL
MOTIVATORS & JOB
SEARCH PREFERENCES
Below the Surface: Emerging Global Motivators and Job Search Preferences|2
In today’s competitive environment, global
corporations and other employers are searching
for ways they can attract and retain the world’s top
talent. To understand how employers can leverage
global candidate preferences, ManpowerGroup
Solutions, the world’s largest Recruitment
Process Outsourcing (RPO) provider, surveyed
nearly 4,500 job seekers in October 2015. The
global candidate preferences survey was felded in
fve infuential employment markets around the world
(United States, United Kingdom, Australia, China
and Mexico) and questions ranged from job search
practices and preferences to motivators for change.
A number of important trends and market-based
differences emerged along with insights about how
global companies and other employers can recruit
and retain the best talent.
This frst report explores the trends that
employers need to keep top of mind and
highlights a number of universal motivators
among candidates around the world. A deeper
analysis of the results exposes unique differences
between markets and generations that can make
employers more effective in attracting, motivating
and retaining top talent.
Below the Surface: Emerging Global Motivators and Job Search Preferences|2
Introduction
3|Below the Surface: Emerging Global Motivators and Job Search Preferences
People used to be motivated by climbing the corporate ladder. Now people are
looking for quality of life…candidates are asking ‘what can I gain out of this and
how will this impact my family’“
YVETTE MONCRIEFFE,
Director, Client Delivery ManpowerGroup Solutions/North America
“
UNDERSTANDING CANDIDATE MOTIVATORS –
GLOBALLY AND LOCALLY
The global candidate preferences survey reveals that motivations for making career decisions and immediate
job switching strongly correlate with market location. However, job search behaviors and preferences are
more closely tied to age. For example, beyond the issue of compensation, what motivates candidates in the
UK is very different from what motivates them in China and other markets. Understanding these nuances
enables savvy employers to tailor their recruitment and retention programs to attract and keep the best
and brightest employees without having to rely on a recruiter to present new career opportunities to them.
ManpowerGroup Solutions’ recent survey showed that “type of work” is now equal to “compensation”
as a motivator for career decisions among candidates globally. While money still talks, today’s
candidates are equally interested in how work integrates with their daily lives. No longer are jobs just
cash machines that facilitate the golden years of retirement. Today, candidates’ complex motivations
vary with their country’s culture, economic conditions and job market dynamics.
76%72%58%56%39%31%
81%73%57%54%33%27%
50%49%45%44%40%32%
53%52%39%34%31%27%
51%42%35%29%28%26%
28%21%21%20%18%17%
27%23%22%19%18%8%
35%35%34%31%30%20%
Important Factors in Making Career Decisions
Compensation
Benets Offered
Geographic Location
Opportunity for
Advancement
Schedule Flexibility
Company Brand/
Reputation
Type of Work
Industry
Global
Average
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Below the Surface: Emerging Global Motivators and Job Search Preferences|4
The data revealed several trends that extend across country borders. Candidates around the
world are remarkably similar in the career challenges they face, their motivations to pursue new
opportunities and their job search methods.
The Importance of “Type of Work”
56 percent of global candidates identifed “type
of work” as one of the top three factors in making
career decisions — overtaking “compensation”
at 54 percent. That means nearly six out of ten
candidates believe that
what
they do is as
important as
how much they get paid
.
When it comes to motivating candidates to
switch jobs, however, compensation gets their
attention — an increase in pay is twice as
powerful as type of work. The exception to this
rule is in the UK and Australia, where type of work
exceeds compensation as a reason to switch jobs.
UNIVERSAL MOTIVATORS
For many, technology has blurred the lines
between work and leisure time. Employees are
often expected to be available 24-7 to their
employers and work-life balance has become
a challenge for a majority of the workforce. As
a result, employees’ relationship with their jobs
is shifting. While it was previously a means to
an end (e.g., weekends, vacations, retirement),
a job is now a more integrated part of a holistic
way of life.
56%
54%
44%
39%
35%
31%
20%
19%
Compensation
Benets Offered
Geographic Location
Opportunity for
Advancement
Schedule Flexibility
Company Brand/
Reputation
Type of Work
Industry
Important Factors in Making Career Decisions – Global
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