Would you currently be prepared to change employers if you were offered an interesting job? This is one of the key questions that HR service providers ask potential candidates, as the willingness to change jobs is a key factor in day-to-day business. It is therefore hardly surprising that the HR experts at HR Consult Group AG asked precisely this question, among others, in a recent survey. The aim of the study with over 500,000 respondents is to adapt the range and services of recruitment consultancies as precisely as possible to the wishes and needs of candidates.
The result: at 84 percent, the vast majority of survey participants said they would be open to changing jobs.
New tasks as motivation to change
The reasons for employees' willingness to change jobs are varied. The most frequently expressed wish (66 percent) is for a new, exciting job. Only in second place (53 percent) is an improvement in salary. Slightly less than half of the survey participants (48%) said they wanted to take the next step on the career ladder. If this is not possible in the current company - for whatever reason - the only option is to change jobs.
A shorter commute, the need for more flexibility and other (private) reasons follow at a considerable distance behind.
Changing employer is always a big step that needs to be carefully considered. Nevertheless, times have changed. It is no longer common to spend several decades or even a lifetime with the same employer. Changing jobs and employers always offers the potential for personal development. With every change, the candidate gets to know something new. Be it the difference in company size and its structures or national and international fields of activity.
About the author
After studying automotive engineering and industrial engineering, he began his professional career in the automotive industry in the areas of sales, development and marketing and also spent a year in Japan with one of the largest automotive suppliers.
He then moved to a globally renowned premium car manufacturer, where he was responsible for product marketing in Japan and South America and for marketing strategy in North and South America.
In 1994, he decided to become self-employed and founded a personnel consultancy in Munich, where he has been driving development and expansion for over 20 years. As Managing Director, his industry focus is naturally on the automotive world as well as mechanical and plant engineering.
His doctorate in the field of aptitude diagnostics ideally rounds off his areas of expertise, particularly with regard to personnel and management consulting. The dissertation deals with the identification and verification of typical personality traits of engineers as well as the definition of development areas for a successful professional career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz".
At the same time, his focus is on the development of networks and cooperation models as well as the continuous further development of systems and processes in personnel consulting.
Over the last 20 years in personnel consulting, he has developed several brands that are still operating successfully on the market today.
