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Global Recruiting Network Survey Indicates Why Employees Leave

Global Recruiting Network Survey Indicates Why Employees Leave

 Results of a global recruiting network survey indicate the top reasons employees leave for new employment opportunities. NPA, The Worldwide Recruiting Network has released the results of its Global Retention Survey. NPA member recruiters, participating in more than 400 successful placements in 2012, were asked to document the reasons and motivations for candidates leaving existing employers for new employment opportunities.

“A recruiter becomes expert in understanding the reasons and motivation behind a candidate’s actions after multiple weeks or months, and sometime even years of working with a candidate,” said Dave Nerz, president of NPA. “This survey offers some insight into what employers must do to retain their best employees. Recruiters are rarely paid to attract and move poor performers or average candidates. Employers paying recruiting fees expect the top 10% of candidates available. Top employees are often leaving for reasons that are within the control of employers.”

The survey results of over 400 candidate placements in 2012 showed the following:

•              47.9% of the surveys cited at least one organizational factor for the candidate’s change of employers. “Organizational” reasons refer to the size, stability, and direction of the company as well as training/development offered to employees.

•              41.5% of responses included one job-specific motivator for an employee’s change of employers. These responses covered job travel, hours, compensation and benefits, relationship with peers and management, and job stability.

•              Only 10.6% of surveys listed a personal reason for the change of employers. “Personal” motivators such as seeking growth or challenge were offered as reasons most frequently.

“The top three reasons mentioned in the survey were seeking growth/challenge/ change unsatisfactory career progression and job stability lacking,” reports Nerz. “That means employers can, in large part, impact the retention of top employees with greater focus on these contributing factors.”


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