如何搜寻并吸引人才（英文版）_36页_2mb

Kelly Global Workforce Index 2014 Summary

Core Content

The Kelly Global Workforce Index 2014 is an annual survey that provides insights into workforce trends, focusing on how job seekers engage with employers and the factors influencing their employment decisions. The survey covered 31 countries and 20 languages, with over 230,000 participants across the Americas, EMEA, and APAC regions.

Main Topics Covered

• Engaging Active and Passive Job Seekers
• Career Development
• Candidate Experience from Hiring to Onboarding
• Worker Preferences and Workplace Agility

Key Findings

Engagement Levels

• Global Engagement: Only 31% of employees are 'totally committed' to their current employer, a decline from 43% in 2010.
• Top Engaged Countries: Denmark (45%), Norway (42%), India (41%), Indonesia (41%).
• Lowest Engagement Countries: Italy (3%), Hungary (10%), Portugal (19%), Thailand (20%), Singapore (20%).

Feeling Valued

• Globally, 41% of employees feel valued at work, down from 45% in 2013.
• Top Valued Countries: Russia, Thailand, Indonesia.
• Lowest Valued Countries: Italy, Portugal, France.

Communication and Engagement Preferences

• Preferred Engagement Method: Periodic contact from employers (58% in EMEA vs. 48% in APAC).
• Social Media and Talent Communities:
  • 17% of workers globally have participated in employers' online talent communities.
  • APAC countries (Indonesia, Thailand, India) show the highest participation.
  • 40% of those without experience express interest in joining.
  • Gen Y (44%) is the most interested group.
  • Interest is highest in High Tech, Business Services, Energy, and Government sectors.

Social Media Usage in Employment Decisions

• Global Usage: 34% of respondents use social media for career/employment decisions.
• APAC Leaders: China (70%), India (64%), Thailand (60%), Indonesia (57%).
• EMEA Leaders: Poland (52%), Denmark (51%), Netherlands (49%), Hungary (46%).
• Job Search Preference: 53% globally prefer social media over traditional methods.
• Employment Status: Full-time employees and those looking for work are more inclined to use social media.

Job Application Methods

• Digital Resumes: 80% globally prefer digital/electronic resumes.
• Online Job Boards:
  • 25% globally secured their most recent job via online job boards.
  • 27% in APAC.
  • 14% used recruitment/staffing companies.
  • 23% in APAC.
  • 'Word-of-mouth' is less common in APAC.

Preference for Online Job Boards

• General Job Boards: 76% globally preferred them.
• Aggregator Job Boards: 33% globally, 32% in EMEA, 10% in APAC.
• Company-Specific Job Boards: 33% globally.
• Niche Job Boards: 14% globally, 19% in APAC.

Employment Decision Factors

• Top Influences:
  • Salary/Benefits: 84% globally.
  • Work-Life Balance: 64% globally.
  • Opportunity for Advancement: 62% globally.
  • Training/Development: 58% globally.
• Less Influential Factors:
  • Corporate goodwill (17%).
  • Non-traditional perks (24%).
  • Global opportunities (24%).
  • Diversity/equal opportunities (28%).

Regional Comparisons

• APAC vs. EMEA:
  • Salary and benefits are slightly more important in APAC (86%) than EMEA (80%).
  • Work-life balance is significantly more important in APAC (74%) than EMEA (59%).
  • Advancement opportunities are more important in APAC (62%) than EMEA (57%).
  • Training and development programs are more important in APAC than EMEA.

Conclusion

The report emphasizes the importance of leveraging digital platforms to engage both active and passive job seekers. Employers should focus on building relationships through periodic communication, social media, and online talent communities. While financial incentives remain a primary driver, non-financial factors such as work-life balance, advancement opportunities, and training programs are increasingly influential in employment decisions. The report also highlights the need for tailored approaches based on regional and generational differences.