Clear career progression top motivator of Asia's job hunters
Candidates across Asia have their sights set firmly on the future when deciding whether or not to accept a new position or job according to new research from recruitment experts, Hays.
A web poll conducted by Hays between August 2017 and January 2018 asked website visitors “what is their main motivator in accepting a new position/job.”
In Singapore, most respondents answered clear career progression (49%), while 31% nominated salary & benefits and 20% chose organisation culture.
Over 60% of respondents in Mainland China said it was their main motivator when accepting a new position or job. Only 25% of respondents in Mainland China cited salary and benefits as their main motivator, while 13% placed organisation culture at the top of their list.
In Japan, clear career progression came out as the number one reason with salary and benefits also nominated as the second top reason for accepting a new job.
In Hong Kong, 43% of respondents each nominated clear career progression and salary and benefits as their key motivator for accepting a new job.
It was only in Malaysia where respondents nominated salary and benefits (41%) as their main reason for accepting a new job. However, clear career progression came close to being the number one reason in the country with 38% of the vote.
Managing Director of Hays Singapore, Lynne Roeder said the results represent a double-edged sword for employers.
“Salary and benefits has long been a key concern for job hunters in Singapore, but with 19% more job hunters valuing the importance of identifiable career paths over monetary gain, that’s a significant message for employers,” she said.
“We advise employers to take a good look at the processes and structures that are in place to aid the career development of not just potential new recruits, but their current employees also. It will not only benefit employees, but also the organisation itself.”
By providing ongoing professional development, organisations also ensure they have the skills and capabilities they need, Roeder adds. Development also allows an organisation to advance individual employees’ skills in the direction of existing skills and knowledge gaps.
But more importantly, she says a good career development framework will aid in staff retention rates and motivation levels.