如何搜寻并吸引人才（英文版）_38页-2mb

Summary of the Kelly Global Workforce Index 2014: Engaging Active and Passive Job Seekers

Core Content

The Kelly Global Workforce Index 2014 (KGWI) is an annual survey that explores employee and job seeker attitudes towards work, the workplace, and recruitment processes. It highlights the challenges of identifying and engaging top talent, particularly in the context of digital transformation and shifting candidate preferences. The survey covers 31 countries and 20 languages, with over 230,000 respondents.

Main Topics Covered

• Engaging Active and Passive Job Seekers: The focus is on how companies can identify and connect with both active and hidden job seekers.
• Career Development: Insights into how candidates view career growth opportunities.
• Candidate Experience: The importance of the hiring and onboarding process.
• Worker Preferences and Workplace Agility: How employees evaluate job choices and the flexibility of the workplace.

Key Findings

Employee Engagement and Valuation

• Global Engagement: Only 31% of employees are 'totally committed' to their current employer, a decline from 43% in 2010.
• Regional Engagement:
  • Highest: Denmark (45%), Norway (42%), India (41%), Indonesia (41%)
  • Lowest: Italy (3%), Hungary (10%), Portugal (19%), Thailand (20%), Singapore (20%)
• Feeling Valued: 41% of employees feel valued by their employers, down from 45% in 2013 and 44% in 2012.
  • Highest: Russia, Thailand, Indonesia
  • Lowest: Italy, Portugal, France

Hidden Talent and Digital Engagement

• Digital Signals: The digital world allows employers to identify hidden candidates more easily through online communication and social media.
• Talent Communities: Online talent communities are becoming more popular, with 17% of workers having participated globally.
  • APAC: Highest participation (Indonesia, Thailand, India)
  • EMEA: Lower participation (Russia, Poland, Hungary)
• Interest in Talent Communities:
  • 40% of those without experience are interested in participating.
  • APAC: India, China, Indonesia show the highest interest.
  • EMEA: Poland, Hungary, Portugal show the highest interest.
  • Gen Y: Highest interest (44% globally)

Social Media and Career Networking

• Usage Trends:
  • 34% globally use social media for career/employment decisions.
  • APAC: China (70%), India (64%), Thailand (60%), Indonesia (57%) lead in usage.
  • EMEA: Poland (52%), Denmark (51%), Netherlands (49%), Hungary (46%) are the leaders.
• Job Search Preference:
  • 36% prefer social media over traditional methods.
  • APAC countries show a higher inclination towards social media (over 50%).
  • EMEA shows a consistent increase in social media preference.
• Employment Status:
  • Full-time employees (39%) and those looking for work (37%) are more likely to use social media for job search.
  • Unemployed individuals (33%) are slightly less inclined.

Job Applications and Digital Tools

• Preferred Application Method: Digital/electronic resumes (80% globally).
  • EMEA (86%) and APAC (84%) show higher preference than the global average.
• Online Job Boards:
  • General job boards are the most preferred (76% globally).
  • Aggregator job boards are preferred by 33% globally, 32% in EMEA, and 10% in APAC.
  • Company-specific job boards are preferred by 33% globally.
  • Niche/association-specific job boards are preferred by 14% globally and 19% in APAC.
• Employment Status Preferences:
  • General job boards are preferred by all groups.
  • Aggregator job boards are most popular among those looking for work and the unemployed.
• Occupation Preferences:
  • Professional/Technical workers prefer company-specific job boards (35%) over Non-Professional/Technical (31%).
  • Niche job boards are more than twice as popular among Professional/Technical workers (19%) compared to Non-Professional/Technical (8%).

Critical Factors in Employment Decisions

• Top Influences:
  • Salary/Benefits: 84% of workers consider this the most important factor.
  • Work-Life Balance: 64% of workers value this.
  • Opportunities for Advancement: 62% of workers are influenced by this.
  • Training/Development Programs: 58% of workers value these.
• Other Important Factors:
  • Opportunity to work with knowledgeable colleagues (46%)
  • Communication/Feedback during the application process (42%)
  • Flexible work arrangements (42%)
  • Corporate culture (34%)
  • Corporate reputation (34%)
  • Environmentally responsible practices (34%)
  • Corporate values matching personal ones (34%)
  • Exposure to technologies (29%)
  • Sense of meaning from work (28%)
  • Diversity/Equal opportunity record (28%)
  • Global/international opportunities (24%)

Conclusion

The KGWI 2014 emphasizes the growing importance of digital engagement, social media, and online job boards in attracting and retaining talent. Employers must adapt to changing candidate expectations, focusing on both financial and non-financial benefits to stand out in a competitive market. Strategic use of talent communities and personalized communication is crucial for engaging both active and passive job seekers.