Would you currently be willing to change employers if an interesting opportunity arose? This is one of the key questions that recruitment agencies ask potential candidates, as a willingness to change jobs is a core factor in their day-to-day business. It is therefore hardly surprising that the HR experts at HR Consult Group AG asked precisely this question, amongst others, in a recent survey. The aim of the study, which involved over 500,000 respondents, is to tailor the services offered by recruitment consultancies as precisely as possible to the wishes and needs of candidates.
The result: at 84 per cent, the vast majority of survey respondents say they are open to changing jobs.
New challenges as a motivation for a change
There are many reasons why employees are willing to change jobs. The most common reason cited (66 per cent) is a desire for a new, exciting role. A pay rise comes second (53 per cent). Just under half of those surveyed (48 per cent) say they want to take the next step up the career ladder. If this is not possible within their current company – for whatever reason – the only option is to move on.
These are followed, some way behind, by a shorter commute, the need for greater flexibility and other (personal) reasons.
Changing employers is always a big step that requires careful consideration. Nevertheless, times have changed. It has not been the norm for some time now to spend several decades – or even one’s entire working life – with the same employer. Changing jobs and employers also always offers the potential for personal development. With every change, the candidate learns something new, whether it be the differences in company size and structure or the scope of national and international operations.
About the author
After completing his degree in Automotive Engineering and Industrial Engineering, he began his career in the automotive industry in the fields of sales, development and marketing, and also spent a year in Japan working for one of the largest automotive suppliers.
He then moved to a world-renowned premium car manufacturer, where he served as a marketing officer responsible for product marketing in Japan and South America, and as a marketing officer responsible for marketing strategy in North and South America.
In 1994, he decided to set up his own business and founded a recruitment consultancy in Munich, which he has been developing and expanding for over 20 years. As managing director, his main areas of focus are, naturally, the automotive sector and mechanical and plant engineering.
His PhD in the field of aptitude assessment perfectly complements his areas of expertise, particularly with regard to HR and management consultancy. His thesis focuses on identifying and demonstrating typical personality traits among engineers, as well as defining areas for development to ensure a successful career.
These are scientifically derived and presented in the book *Aptitude Testing in Practice*.
At the same time, his focus is on building networks and cooperation models, as well as the ongoing development of systems and processes in HR consultancy.
Over the past 20 years in the field of HR consultancy, he has developed several brands that continue to operate successfully in the market to this day.
