Global Candidate Preferences

Insights from the Global Candidate Preferences Research

Today's candidates are unlike any employers have encountered in history. With unique preferences, priorities and unprecedented access to information, global corporations and other employers are continuously searching for ways they can attract and retain the world's top talent. To better understand how employers can leverage global candidate preferences, ManpowerGroup Solutions surveyed job seekers from several influential employment markets around the world.

Many important trends and country-based differences emerged along with insights about how global companies and other employers can recruit and retain top talent.

The latest report explores ageism and the value boomerang workers (retirees) can bring to an organization.

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CLOCKING BACK IN: BOOMERANG WORKERS

The fourth in the series, this report explores one of the biggest career advancement challenges global candidates face: ageism. The research results also highlight the fact that ageism remains an often undiscussed problem for multi-national corporations, as well as why a generationally diverse workforce can enhance business success. Companies are hiring "boomerang workers" (retirees) to fill open positions as they view this group as an untapped source of talent.

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ALWAYS LOOKING: THE RISE OF THE CONTINUOUS CANDIDATE

The third report reveals how employers can better understand the Continuous Candidate mindset and enhance their efforts to attract and retain the best and brightest employees.

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BRAND DETECTIVES: THE NEW GENERATION OF GLOBAL CANDIDATES

The second report explores one of the most important — yet least understood — new dynamics of candidate preferences: branding and employer-employee trust. The research results reveal how and why employer-employee trust is a critical factor and what savvy companies can do to effectively enhance their efforts to attract and retain the best and brightest candidates.

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BELOW THE SURFACE: EMERGING GLOBAL MOTIVATORS & JOB SEARCH PREFERENCES

This first report explores the trends that employers need to keep top of mind and highlights a number of universal motivators among candidates around the world. A deeper analysis of the results exposes unique differences between markets and generations that can make employers more effective in attracting, motivating and retaining top talent.

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More about the Respondents

Overall, the job seekers surveyed were 18-65 years old and currently in the workforce (not retired or homemakers). In total there were 4,479 respondents from the UK (18.6 percent), US (28.8 percent), China (17.7 percent), Australia (17.6 percent) and Mexico (17.4 percent). They represented a cross-section of age, income, employment status (i.e. full-time, part-time, contract), career level and industry. With respect to career level, experienced non-managers accounted for the largest group at 33 percent followed by managers (26 percent), entry-level employees (9 percent), students (8 percent), executives (5 percent) and senior-level executives (4 percent).

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