2013 EMPLOYEE INTENTIONS REPORT

Michael Page new zealand

Worldwide leaders in specialist recruitment

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Key Findings
New Zealands economy is currently stable and within this climate, businesses are focusing on bettering their market position by improving return on investment and minimising costs. Aligned with positive business activity is a constant volume of job opportunities across the professional sector. Most employees (41%) who responded to the 2013 Michael Page New Zealand Employee Intentions survey indicate the strength of the current job market is average, followed by 22% that say it is strong. With a continued number of job opportunities across the professional sector, jobseeker activity and staff turnover is likely. Just over half of employees (56%) who responded to the survey indicate they are very likely to seek a new role with another employer in the next 12 months. As staff turnover is expected over the coming year, employers will need to focus on attracting top talent to their business. Most survey respondents reveal they are looking for a new role that will provide the opportunity to progress their career (26%). In terms of remuneration, 32% indicate they will look for a 10-12% increase on their current base salary to change roles. In addition to a focus on staff acquisition, employers looking to secure the best skills within their company will need to implement incentives to retain employees. Almost a third of surveyed employees (33%) reveal a financial reward based on performance would encourage them to stay in their current role. Employee benefits and options that encourage work-life balance are an important factor for professionals in their decision to remain in their current position or change roles. Employers will need to consider offering employee incentives to attract, retain and engage staff. Most survey respondents (39%) indicate a bonus is the benefit they would most like to receive from an employer, which they are not already being offered. From a combination of work-life balance options, the vast majority of survey respondents (80%) reveal flexible working arrangements is most important. Looking ahead, despite steady economic conditions, continued uncertainty around global market conditions is causing some concern about the domestic economy and has affected the level of salary increases, bonuses and other financial incentives offered to employees. Aligned with this sentiment, almost half of survey respondents (40%) indicate they are concerned about the levels of salary versus living costs in the coming 12 months. However, in terms of the forecasted strength of the job market over the year, almost half of surveyed employees (46%) have the same level of optimism as last year for the job market of the sector they work in.

Just over half of employees (56%) who responded to the survey indicate they are very likely to seek a new role with another employer in the next 12 months

Employee confidence
in the current market

11%

5% 22%

Very strong Strong Average Weak Very weak

21%

41%

Methodology
The Michael Page Employee Intentions Report is based on the online survey responses of 260 professionals in New Zealand. Participants represent a range of professional occupation groups and hold positions that range from entry level through to senior management. The scope of the report includes key employee insights into preferences for attraction and retention, salary expectations, benefits and work-life balance and their views on the predicted employment outlook.

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Attracting New Talent

Employee activity
Steady business conditions in New Zealand are having a positive flow-on effect to recruitment activity across the professional sector. Just over half of employees (56%) that responded to the 2013 Michael Page New Zealand Employee Intentions survey indicate they are very likely to seek a new role with another employer in the next 12 months. Findings from the 2012/13 Michael Page New Zealand Salary & Employment Forecast corroborate this activity, with 50% of employers expecting staff turnover over the coming year. Employees in the property and construction industry (63%) are the most likely to look for a new role within the next 12 months. Professionals may feel confident that they can secure a new position as their skills continue to be in demand in companies bringing these functions inhouse, as reported in the 2012/13 Michael Page New Zealand Salary & Employment Forecast. A combination of job search channels is likely to be used by survey respondents that are looking for a new job. The majority of jobseekers will refer to recruitment consultants (76%) or job boards (76%) in their job search for a role with a new employer. Of the respondents that will use jobs boards, 87% prefer to use Seek. A further 39% of surveyed employees cite social media platforms as the third most likely channel to be used in their job search, with LinkedIn the most preferred social media platform for 81% of respondents.

Employee turn over

in the next 12 months

Top 3 sectors
with professionals most likely to move roles

Combination of channels
likely to be used for job search

9% 13%

Very likely Quite likely Not likely Unsure

Property & Construction Supply Chain Sales

63% 58% 57%

Recruitment consultants Job boards Social media platforms Local newspaper Other

76% 76% 39% 20% 9%

56% 22%

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Attracting New Talent

Preferred attraction strategies
With more than half of the surveyed employees likely to look for a new position in the next year, employers will need to focus on attracting the best talent for their business. Most respondents to the 2013 Michael Page New Zealand Employee Intentions survey reveal they are looking for a new role that will provide the opportunity to progress their career (26%). The 2012/13 Michael Page New Zealand Salary & Employment Forecast indicated employers will promote their strong company culture (41%) as the most important tool for talent attraction. To secure the best talent for their business, employers should look at devising structured career development plans and training opportunities as the priority. The opportunity for career progression is most important to employees working in the procurement sector (38%). According to findings in the 2012/13 Michael Page New Zealand Salary & Employment Forecast, employers are continuing to invest in their procurement functions and work towards best practice and this is creating career opportunities for talented procurement professionals. A role with scope for career progression is the main focus for a broad range of jobseekers, with professionals from the age of 25 through to the age of 54 enticed to change positions for this reason. Respondents aged between 25 and 34 (34%) have the highest percentage of respondents determined to secure a role with career progression opportunities. For jobseekers aged between 55 and 64, a new position that offers more seniority or a promotion (20%) and workplace flexibility (20%) are equally as important in the decision to change roles. Although professionals within this age range are typically at the senior level of their career, they are likely to be focused on a role that offers more seniority or a promotion as senior level roles were disestablished or relocated offshore or to head offices and have not been in demand over the last five years.

What jobseekers are looking for

in their next role
Scope for career progression More seniority/promotion Increase in salary Learning and development Workplace flexibility Company brand and reputation Other Potential for overseas career opportunities

Top 3 sectors
in which career progression is most important

26% 17% 15% 12% 10% 10% 7% 3%

Procurement Property & Construction Sales

38% 33% 30%

Increase in salary More seniority/promotion Scope for career progression

What jobseekers are looking for

in their next role (by age)

Workplace exibility Increase in salary More seniority/promotion Scope for career progression Workplace exibility Learning and development Company brand and reputation Learning and development Company brand and reputation Potential for overseas career opportunities Other

Between 25 and 34
5% 5% 11% 5% 18% 12%

Between 35 and 44
2% 5% 13%

Potential for overseas career opportunities Between 35 and 44 Other

Between 55 and 64
17% 1% 18% 7% 10% 20% 10%

2% 5% 12%

13%

11%

11%

18%

11%

11%

9% 34% 30%

9% 15% 30% 20%

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Attracting New Talent

Jobseeker salary expectations
In addition to implementing strong talent attraction strategies, employers that offer competitive remuneration are in the best position to secure experienced professionals for their business. The 2013 Michael Page New Zealand Employee Intentions survey finds 32% of respondents will look for a new role that offers an increase of 10-12% on their current base salary. This expectation for a significant salary increase when changing roles is a reflection of stabilising domestic economic conditions, which in the last five years has made it difficult for employers to award salary raises and bonuses. The salary expectation for a 10-12% increase is of most importance for sales sector employees (44%). This sentiment reflects the demand for sales skills as companies build their sales teams to further develop their position in the market and/or challenge established brands. In terms of age range, 38% of surveyed employees between the ages of 55 and 64 are the most focused on a salary increase of 10-12%. Professionals within this age group are in a good position to command a salary increase at this level as they typically hold senior level roles, which are increasingly required by employers. This trend follows a previous lack of demand for top roles which placed minimal pressure on increasing salaries.

Employee salary
expectations for a job change

Top 3 sectors
with employees that have salary expectations of 10-12%

Age of professionals
with salary expectations of 10-12%

No change or a reduction 1-2% 3-5% 6-9% 10-12% 13-15% 16% or above

16% 3% 22% 10% 32% 4% 13%

Sales Property & Construction Supply Chain

44% 32% 25%

Between 25-34 Between 35-44 Between 45-54 Between 55-64

32% 32% 26% 38%

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Retaining Top Performers

Preferred retention strategies
Further to a focus on talent attraction, employers are also likely to look to retain the best performers in their business. Most respondents to the 2013 Michael Page New Zealand Employee Intentions survey (32%) cite financial reward based on performance, for example a salary increase or bonus, would encourage them to stay in their current role. A quarter of employees that responded to the survey (25%) are likely to remain with their present employer if offered additional career development supported by training. In terms of age range, receiving monetary incentives to stay in their current role is most important to employees aged between 45 and 54. Professionals at this age are typically at a senior level of their career and are mostly focused on monetary incentives. For survey respondents aged between 25 and 34, being offered additional career development supported by training would encourage them to stay in their current role. Therefore, employers will need to ensure they offer job scope and training options that provide staff, particularly in this age group, with the opportunity to develop their career in order to retain them. A focus on career progression is also a priority for employees in this age group looking for a new role.

What will keep employees

in their current role

Financial reward based on performance Additional career development supported by training Leadership/motivating manager Company culture Workplace flexibility Other Overseas career opportunities

32% 25% 14% 11% 8% 9% 1%

Financial reward based on performance Additional career development supported by training Leadership/motivating manager

What will keep employees

in their current role (by age)

Workplace exibility Financial reward based on performance Additional career development supported by training Leadership/motivating manager Workplace exibility Company culture Overseas career opportunities Other Company culture Overseas career opportunities Other

Between 25 and 34
9% 1% 1% 24% 20%

Between 35 and 44
1% 5% 7% 8%

Between 45 and 54
11% 1% 34% 15% 39% 17% 2%

Between 55 and 64
12% 27%

16% 7% 38%

4% 14% 29% 16% 10% 17% 15%

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Retaining Top Performers

Employee salary expectations
With staff turnover expected in the coming year and more professionals seeking monetary reward in their roles, employers will need to offer competitive salaries to retain staff with business critical skills. The majority of employees (61%) that responded to the 2013 Michael Page New Zealand Employee Intentions survey will ask their employers for a pay rise in the next 12 months. Most employees (45%) will request a salary increase of 3-5%. This finding is slightly above the average salary increase of 2-3% that over half of employers (53%) are likely to offer their staff, according the 2012/13 Michael Page New Zealand Salary & Employment Forecast. Employers focused on retaining staff through monetary incentives will need to offer above average wage rises to keep their best talent in the business. Professionals working in the procurement sector are most likely to request a pay rise in the coming year (77%). With many organisations developing their in-house procurement function, job opportunities within procurement will be healthy, providing opportunity for procurement professionals to request a salary raise. Respondents aged between 25 and 34 (67%), are the most likely to ask for a pay rise from their current employer. Over half of surveyed employees aged between 35 and 44 (66%) are also likely to request a pay rise from their present employer. Professionals within both age groups are focused on receiving a salary increase as employers ability to award salary raises have improved, in line with stable economic conditions.

Salary pressures
over the next 12 months

Top 3 sectors
with professionals most likely to request a pay rise

What employees will ask for

in their current roles

22%

Yes No Unsure

Procurement Sales Marketing

77% 71% 69%

1-2% 3-5% 6-9% 10-12% 13-15% 16% or above

2% 45% 21% 21% 5% 6%

17%

61%

Age of professionals
most likely to request a pay rise

Between 25 and 34 Between 35 and 44 Between 45 and 54 Between 55 and 64

67% 66% 60% 51%

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Benefits & Work-Life Balance Options

Preferred employee benefits
Employee benefits are an important factor for professionals in the decision to remain in their current role or change employers. Employers that offer a range of benefits for their staff are well placed to attract new talent into their organisation, as well as to keep top performers within the company. Based on the responses from the 2013 Michael Page New Zealand Employee Intentions survey, financial incentives continue to be an important factor for employees. Most respondents (39%) indicate a bonus is the benefit they would most like to receive from an employer, which they are not already being offered. The 2012/13 Michael Page New Zealand Salary & Employment Forecast survey findings found that the provision of mobile phones is the primary benefit offered to staff by 89% of employers. To provide a well rounded staff benefit scheme, employers should consider awarding top performers with bonuses to secure the best talent for their business. Receiving a bonus is considerably important for surveyed employees of all ages, from 25 through to 54. Professionals aged between 25 and 34 (31%) are most interested in receiving a bonus, most likely due to this group being at a junior level of their career and on lower base salaries. A higher superannuation contribution is the second most popular benefit based on 29% of survey respondents, followed by 26% who would prefer to receive a company car.

Combination of benefits
employees would like to be offered

Age of employees
that would like to be offered a bonus

Bonus Superannuation Company car None Car parking Mobile phone Other

39% 29% 26% 21% 18% 15% 9%

Between 25 and 34 Between 35 and 44 Between 45 and 54 Between 55 and 64

31% 29% 25% 24%

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Benefits & Work-Life Balance Options

Preferred work-life balance options
Work-life balance options including flexibility are important to professionals looking to stay in their current role or jobseekers considering changing roles. Employers should consider implementing work-life balance options in an effort to attract and engage skilled professionals in their company. From a combination of work-life balance options, the vast majority of respondents (80%) to the 2013 Michael Page New Zealand Employee Intentions survey reveal flexible working arrangements is most important. This can include negotiable working hours and work from home options that allow employees to balance their work priorities and personal activities. This finding is on par with the most popular work-life balance option employers are likely to offer their staff, according the 2012/13 Michael Page New Zealand Salary & Employment Forecast survey findings where 77% of employers indicated they would offer flexible working arrangements to encourage work-life balance in their business. Respondents aged 35 to 44 would most like to receive flexible working arrangements from their employer (58%). This survey finding reflects the career stage of this age range and the shift in focus and work versus personal priorities.

Combination of work-life
balance options employees would like to be offered

Age of employees
that would like to be offered flexible working arrangements

Flexible working arrangements Extended leave Additional leave options

(eg: volunteering)

80% 34% 22% 8% 7% 3%

Between 25 and 34 Between 35 and 44 Between 45 and 54 Between 55 and 64

51% 58% 50% 44%

None Increased maternity/paternity leave Other

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Market Outlook
Employee concerns
The continued uncertainty around global market conditions, particularly the weakness in the United States and European economies and a softening market in China, is causing some concern about the domestic economy. This sentiment may affect the level of salary increases, bonuses and other financial incentives offered to employees. Aligned with this sentiment, almost half of respondents (40%) to the 2013 Michael Page New Zealand Employee Intentions survey indicate they are concerned about salary versus living costs in the coming 12 months. Employees working in the accounting and finance sector are most concerned about their salary meeting the cost of living in the next 12 months (48%). This is likely due to the oversupply of finance and accounting candidates in the market as businesses have restructured and either offshored or outsourced their finance functions. As a result of offshoring, the proportion of transaction/implementation roles available, which command lesser salaries, is higher than strategic development roles which have a larger salary.

Employee concerns
over the next 12 months

Top 3 sectors
with employees most concerned about salary vs living cost

Salary vs living costs Job security Domestic economic downturn Global economic influences Government regulation None Interest rate rises Other

40% 25% 13% 12% 3% 3% 2% 2%

Accounting & Finance Procurement Sales

48% 46% 39%

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Market Outlook
Employment conditions for 2013
With stable economic conditions in New Zealand driving positive business activity and a constant volume of job opportunities across the professional sector, employment conditions are expected to remain optimistic. Almost half of respondents (46%) to the 2013 Michael Page New Zealand Employee Intentions survey reveal they have the same level of optimism as last year for the job market of the sector they work in. A further 39% of employees expect the strength of the job market for the sector they work in to improve in the coming year. Professionals working in the procurement industry (62%) are most optimistic about the number of job opportunities for their sector in the next 12 months. This is likely to be a result of the expected strength of recruitment activity in this area as companies invest in this function and work towards best practice.

Employee optimism
in the job market over the next 12 months

Top 5 sectors
with highest employee optimism

9%

1% 5%

It will signi cantly improve It will improve It will be the same It will be worse

Procurement Supply Chain Property & Construction

62% 61% 50%

39% 46%

It will be far worse

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About Michael Page As part of PageGroup, Michael Page is a leading professional recruitment consultancy specialising in the recruitment of permanent, contract and temporary positions on behalf of the worlds top employers. PageGroup operates through 156 offices in 34 countries worldwide. First established in London in 1976, weve been bringing job seekers and employers together for more than 30 years. Our presence in the Asia Pacific region extends across China, Taiwan, Singapore, Hong Kong, Japan, India, Malaysia, Australia and New Zealand.

Worldwide leaders in specialist recruitment

www.michaelpage.co.nz