Would you currently be willing to change employers if you received an interesting offer? This is one of the key questions that recruitment agencies ask potential candidates, because willingness to change jobs is a core factor in day-to-day business. It is therefore hardly surprising that the personnel experts at HR Consult Group AG asked precisely this question in a recent survey. The aim of the study, which surveyed over 500,000 respondents, is to tailor the services offered by personnel consultancies as closely as possible to the wishes and needs of candidates.
The result: at 84 percent, the vast majority of survey participants say they are open to changing jobs.
New tasks as motivation for change
There are many reasons why employees are willing to change jobs. The most common reason (66 percent) is the desire for a new and exciting role. Improving their salary comes in second place (53 percent). Slightly less than half of the survey participants (48 percent) stated that they wanted to take the next step on the career ladder. If this is not possible in their current company – for whatever reason – the only option is to change jobs.
A shorter commute, the need for more flexibility, and other (personal) reasons follow at a considerable distance.
Changing employers is always a big step that needs to be carefully considered. However, times have changed. It is no longer common to spend several decades or even your entire working life with the same employer. Changing jobs and employers also offers potential for personal development. With every change, the candidate learns something new, whether it be the difference in company size and structures or national and international fields of activity.
About the author
After completing his studies in 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 world-renowned premium car manufacturer, where he was responsible for product marketing for Japan and South America as well as marketing strategy for North and South America.
In 1994, he decided to become self-employed and founded a personnel consulting firm 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 complements his areas of expertise, particularly in relation to human resources and management consulting. His dissertation deals with the identification and verification of typical personality traits of engineers and the definition of areas of development for a successful career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use).
At the same time, he focuses on establishing networks and cooperation models as well as the continuous development of systems and processes in HR consulting.
Over the past 20 years in HR consulting, he has developed several brands that continue to operate successfully on the market today.
