Retaining top talent is a key objective for most businesses, particularly those that have invested significant time and resources into training and developing staff.
This is why many organisations that offer apprenticeships and traineeships are keen to hold on to employees once they’ve completed their qualification. To understand how best to achieve this, companies must know what factors have the biggest influence on people when they’re considering changing jobs.
For more information on retaining apprentices and trainees, Apprenticeship Central has a range of articles, FAQs and tips to help employers and applicants make the most of a placement. Register with the site to gain full access to innovative tools and resources to help with the apprenticeship process.
According to a recent LinkedIn survey of more than 10,500 people worldwide, there are a number of notable trends shaping why employees look to switch jobs.
The top three reasons respondents gave for leaving their current employer could help you shape your existing apprenticeship and traineeship processes and build a better pipeline for the future.
1. Stronger career opportunities
Joining a new company with better career prospects is the main motivation for people hoping to move jobs, LinkedIn researchers found. Forty-five per cent of those surveyed listed this as key to their decision. Furthermore, of those who had already moved companies, 59 per cent said the opportunity to progress their career within the new position was the primary factor.
2. Desire for more responsibility
Many individuals who become unsatisfied with their current job often feel they are not getting enough responsibility from employers. Over one-third (36 per cent) of respondents claimed they wanted more challenging work. Similarly, 42 per cent of people who had switched roles said their ability to make a bigger impact at their current organisation was crucial when choosing to move.
3. Better compensation and benefits
While salary and benefits have become less important in recent years, according to LinkedIn, they still remain crucial factors when measuring job satisfaction. Thirty-four per cent of people cited inadequate remuneration as an issue, while 54 per cent were encouraged to join a new enterprise due to better pay and perks.
“Tie your organisation with the strongest motivator for why people search for greener pastures,” said Esther Lee Cruz, Insights and Content Marketing Manager at LinkedIn Talent Solutions. “Cut through the clutter by showing how your jobs and talent brand connect with people’s deepest career aspirations.”