Career One Hunting the Hunters

8/7/2019 Career One Hunting the Hunters

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Contents

Introduction 2

The C1-7 Model - The Seven Job Hunter Segments 5

Overall Job Hunting Trends 6

Whats Driving The Job Hunters 8

The C1-7 job hunting segments

Personal Ambition 14

Recognise Me 16

Rewarding Challenge 18

Flexibility 20

Contents


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PAGE 2

The CareerOne HuntingThe (Hidden) HuntersReport 2011

An analysis of what motivates people to move from one job

to another based on research conducted in January 2011

among more than 1,000 adults who are currently in the

workforce or looking for work.

Now in its fourth year, the research identifies trends in

job hunting behaviour among seven different job hunter

segments, separated by the needs or triggers whichencourage them to change jobs. Understanding these

segments and triggers helps HR professionals and Recruiters

better target new talent and retain existing staff.

The findings are drawn from online questionnaires. Each

respondent indicated their level of interest in a series of

hypothetical jobs containing a combination of 71 different

job attributes to identify the relative impact of different

factors (or triggers) in prompting a job move.

Research was undertaken on behalf of CareerOne by

independent research agency The Acid Test. Survey

respondents are representative of ABS population

demographics.

All figures and percentages in this report are based on the

findings of The Acid Test research of 1,000 job hunters.


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PAGE 4

Pull out quotehere and here

Im dissatisfied withcompany direction andmanagement generally.


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Overall JobHunting Trends

Shifts in the C1-7 Model

There is a consistent increase in those identifying with the

Flexibility segment, making those seeking flexible hours

and work life balance now the largest segment of job

hunters in the market.

Those who took refuge in the Supportive Environment

segment during the GFC have now returned to more

rewards-focused segments of Personal Ambition and

Recognise Me.

More workers are scanning for new opportunities or

actively looking for jobs than they have been at any time

since the C1-7 Model was established in 2008. There are

now more than 700,000 additional people looking for work

than there were in 2010.

The desire for new roles has not only bounced back to

where they were prior to the GFC, but has in many cases

exceeded those levels. Six of the seven segments are

becoming more active.

2008

2009

2010

2011

Contented

1.5m(+0.3m)

1512

14

9

Flexibility

2.6m(+0.2m)

2022

24 25

Drifters

0.6m(-0.2m)

7 8 69

Personal

Ambition

1.0m(+0.3m)

15

710 10

Rewarding

Challenge

0.9m(-0.3m)

11 1110 9

Recognise Me

1.4m(+0.3m)

12 13 1214

Supportive

Environment

2.2m(-0.6m)

23 23

28

22


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Whats DrivingThe Job Hunters

60

55

50

45

40

35

30

25

20

15

10

Interest rate stress

Job satisfaction

Actively looking orscanning for newopportunities

2008

High cost of living,high interest rates, low

unemployment at4.2%

2009

Falling interest ratesprovide increased

disposable income.Unemployment at4.8% and rising toreach 5.8% during

2009.

2010

Unemployment falling(at 5.4% in January2010). Interest rates

rising.

2011Interest rates more

likely to rise than fall,increasing cost of

living and Australiaback to full

employment at 5%


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Pull out quotehere and here

I need something flexibleand closer to home.


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PAGE 12

2008 2009 2010 2011

32%30%

32%28%

Career path

2008 2009 2010 2011

44% 43% 45%

39%

Pay

2008 2009 2010 2011

64%60% 60%

57%

The actual job

2008 2009 2010 2011

42% 42% 41%36%

Management/Leadership

2008 2009 2010 2011

59%56% 58%

54%

Job security

2008 2009 2010 2011

60%

54%58%

49%

Flexibility (work/life balance)

2008 2009 2010 2011

67% 68%

63%58%

Team

2008 2009 2010 2011

60%

54%

58%

49%

Hours worked

Whats Drivingthe Job Hunters


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The C1-7 JobHunting Segments

Over 40 percent of workers in this segment are intending to

actively look or scan for a new job this year, with 92 percent being

open to making a move. Having experienced a significant decline

in job satisfaction (49% down from 62% in 2010), and with 35

percent reporting that they are finding it difficult or very difficult

to cope on their current income, they are now the most active

segment in the market and are more focused on remuneration

than they were last year.

Personal Ambition

Out The DoorId consider leaving my job if...

% 5 10 15 20 25 30 35 40

41%

34%

31%

45

29%

27%

Apayriseis tooslowtocome

Thereisnoclearcareerpathhereforme

I'mlookingfornewchallenges

Abetterroleisnotlikelytooccursoon

Normalhoursarenotpossibleinmycurrentjob


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PAGE 16


Bouncing back after a slight fall in 2010, people in this segment

are satisfied overall with their jobs. There has been a five percent

drop in job hunting activity in this segment, with just 38 percent

actively looking or scanning for jobs and 40% of workers not

looking to move at all. This stability is greatly influenced by the

work itself, with workers reporting a 64% level of satisfaction

eight percent higher than 2010.

Out The Door

Recognise Me

Id consider leaving my job if...

% 5 10 15 20 25 30 35 40

29%

28%

26%

45

23%

23%

Imnot feelingmotivatedbymanagement


Thereistoomuchofficepolitics


Myachievementsarenotbeingrecognised


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This segment is strongly focused on hard work and puts a high value

on success, but workers in this segment are feeling the pressure of

longer hours and a lack of training, pushing them to search for new

positions. There has been a five percent increase in workers in this

segment scanning or actively searching for new jobs to 38 percent,

and 88 percent are open to moving for the right position. This

reflects the overall drop in job satisfaction levels (39% down from

59% in 2010).

Out The Door

Rewarding Challenge


% 5 10 15 20 25 30 35 40

44%

32%

32%

45

31%

30%


Trainingopportunities arelimitedor non-existent



Normalhoursarenotpossibleinmy currentjob


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PAGE 20


Flexibility hunters are on the steady rise, with 2.6m workers now in

this segment, up by 200,000 since last year, and they are now more

attracted by jobs that are close to home than those with quick

promotion opportunities. While job satisfaction levels are stable

compared to other segments, they are willing to change roles to

get what they want. Thirty-eight percent are actively looking and

scanning for a new job, with 83 open to making a move.

Flexibility

Out The DoorId consider leaving my job if...

% 5 10 15 20 25 30 35 40

33%

32%

31%

45

31%

30%

Imlooking fornew challenges


Abetterroleisnotlikelysoon

Theabilitytoworkfromhomeisunlikelyinmycurrentjob



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Job satisfaction levels have fallen significantly since 2010 despite

the inherent loyalty among this segment. There has been a

seven percent increase in contented workers scanning or actively

searching for new positions, now at 37 percent, with 85 percent

open to making a move. These workers are looking for balance in

their jobs, with good job security, satisfaction in the work itself and

teamwork high on the list of desirables.

Out The Door

Contented


% 5 10 15 20 25 30 35 40

37%

34%

30%

45

30%

29%




Normalhoursarenotpossibleinmy currentjob



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The Supportive Environment segment has declined post-GFC

as workers who took refuge in this segment return to more

rewarding and challenging areas. Eight percent more workers in

this segment are scanning and actively looking for work, at forty

percent, making them the second most active segment in the

market with 86 percent now open to making a move. Decreasing

job satisfaction levels are influenced by a lack of flexible hours,

Out The Door

Supportive Environment


% 5 10 15 20 25 30 35 40

44%

38%

31%

45

31%

31%

Imnotfeelingmotivatedbymanagement


Thereisnoclearcareerpathhereforme

Ineeda changeofrole



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PAGE 26


Up to 71% male, workers in the Drifters segment are increasinglytrending towards singles and those without children. This segmentis looking for a supportive team and good mentors, over salary.Drifters generally lack the motivation to change jobs, but a severedrop in satisfaction levels (29%, down from 63% in 2010) has ledto increased job hunting intentions with 32 percent active andscanning for roles, and 81 percent open to making a move, though

the segment is the least likely to follow through.

Out The Door

Drifters


% 5 10 15 20 25 30 35 40

36%

26%

26%

45

25%

20%

Imlooking fornew challenges




Theabilitytoworkfromhomeisunlikelyinmycurrentjob


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PAGE 28

I really want to earn moremoney and set myself up

for the future.


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PAGE 30

Theres no chance ofadvancement. Im gettingbored with the same routine.


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PAGE 32

Technology, Engineering & Science

A sector where interest in Supportive Environment and

Flexibility have declined against the general market trends.

There has been a strong shift towards more career and

benefits focused segments of Rewarding Challenge, Personal

Ambition and Recognise Me, meaning these workers are now

more interested in working for companies with high profiles,

strong career prospects and good benefits.

Managing The ChangingNeeds Of Job HuntersWithin Your Industry

Technology, Engineering & Science sector breakdown(% of workers in different segments)

%

10

20

30

40

50

60

70

80

90

100

2008 2009 2010 2011

Recognise Me Drifter Personal Ambition Contented

Flexibility Rewarding Challenge Supportive Environment

5%6%

6%

18%

15%

15%

19%

13%

16%

18% 16% 13%

13%

24%

26%

14%

17%

10%

30%

8%9%

8%

7%8%

17%

12%

13%

23%


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PAGE 34

Education

Educators continue to be strongly represented in the

Supportive Environment and Flexibility segments, though with

a reversal of last years trends putting the desire for a secure,

friendly, nurturing environment at the top of their wish list.

Jobs that are close to home, offering strong mentors and

the opportunity to be paid for overtime worked will be most

appealing.


Education sector breakdown(% of workers in different segments)

%

10

20

30

40

50

60

70

80

90

100

2008 2009 2010 2011



24%39%

23%33%

9%

7%

8%4%

13%

13%

32%

27%23%

7%11% 5%

10%22% 8% 12%

10%4%

9% 7%12% 7% 11% 11%


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PAGE 36


Trades

Tradesmen and women want more recognition and reward

for their work in 2011. Flexibility remains the largest segment,

but only just, with substantial shifts to the Recognise Me and

Rewarding Challenge segments meaning people working in

trades sector are increasingly motivated to seek improved

remuneration and benefits. Employers recruiting in the trades

now need to emphasise career path, salary and other benefitsas well as options for work/life balance.

Trades sector breakdown(% of workers in different segments)

%

10

20

30

40

50

60

70

80

90

100

2008 2009 2010 2011



18% 12%25% 24%

11%

6%

10% 13%16%

30%19%

25%18%

3%6%

4%10%

24% 13%7%

11% 6% 10% 5%

16% 18% 17% 22%


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Leisure & Entertainment Services

There has been strong growth in both Recognise Me and

Personal Ambition workers leading to a more even spread of

segments represented in this sector in 2011. There are now

almost equal numbers from the career and benefits focused

segments of Personal Ambition and Recognise Me, and the

softer segments of Supportive Environment and Flexibility.

There is also a large representative of Drifters (16%) providingopportunities for Recruiters to target this elusive segment.

Leisure & Entertainment sector breakdown(% of workers in different segments)

%

10

20

30

40

50

60

70

80

90

100

2008 2009 2010 2011



4%

6%

2%

3%

16%

7%7% 9%

11%

11%

11%

13% 13%

13%

25%

22%

16%

16%

16%

19%

8%11%

34%

20%

35%

18%

14%

21%


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Recognise Me

Who they are Predominantly male, 18- 29s trending older

Where they work Trades, Leisure & Entertainment, Government,

Technology, Engineering & Science

What they want Enjoyment in work, higher pay, training and

paid overtime

Where they look Ads in newspapers, general and specialist job

websites

Rewarding Challenge

Who they are Predominantly male, aged late 40s-50s

trending younger

Where they work Health, Financial Services, Trades, Technology,

Engineering & Science

What they want Benefits such as car, bonuses, gym

membership, health care, paid overtime and

supportive management

Where they look General and specialist job websites, newspaper

ads

Tips For TargetingDifferent Segments

With more people actively job hunting in 2011, finding or

keeping the right person is as challenging as ever.

Using the C1-7 Model The Seven Job Hunter Segments - will

enable you to use a needs-based approach to finding and

retaining talent.

Consider the following when writing your next job

advertisement or planning your candidate sourcing campaign.

Personal Ambition

Who they are Predominantly male, mixed age groups

Where they work Leisure & Entertainment, Agriculture &

Manufacturing, Technology, Engineering &

Science

What they want Career opportunities, more money and more

benefits such as overtime, company vehicle

Where they look Increasingly use a range of job hunting tools

including employment agencies, specialist

Recruiters, general and specialist job websites.


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CareerOne is a joint venture partnership between News

Limited and Monster Worldwide - the worlds largest online

recruitment company. Our extensive range of recruitment

solutions will provide you with greater opportunities to attract

and interact with quality job hunters.

National Reach

Strong national reach every month. CareerOne delivered over

1.69 million unique browsers in February 2011.1

Exclusive AudienceOf our 1.69 million unique browsers 931,600 did not visit Seek

for job hunting and over 1,150,000 unique b rowsers did not

visit MyCareer in Feburary 2011.1

Advertising Solutions to Suit Your Recruitment Needs

Job listing packages to suit small, medium and large

recruitment needs: You can use your job listing package within

six months or move to a monthly contract if your recruitment

needs increase dramatically.

1 Source: Nielsen Online, Market Intelligence, Australia - Domestic Traffic, February 2011

Advertise on CareerOne.com.au: Advertise in prominent high

traffic positions across our website or target candidates via

newsletters, job alerts or confirmation emails.

Employer Branding Opportunities: Maximise your job listings

with an employer branding package to suit your specific

recruitment needs. Options include customer templates,

premium company profiles and display advertising campaigns.

NEW Innovative Tools - Contact us for a demonstration

Find the worlds best candidates: Save time and travelexpense by using CareerOne and Monsters global network for

your next international recruitment drive. International job

listings, resume database and media is now available from your

CareerOne Australian team.

Power Resume Search. Using Monsters 6Sense Search

technology, your candidate search criteria will be intelligently

matched to over 350,000 candidates across our Resume

Database

CareerOne Ad Network. Tap into the passive talent pool with

our CareerOne Ad Network. Through behavioural targeting

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specified audience visiting a range of digital sites.

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Career One Hunting the Hunters