Three in 10 office workers (29%) are considering moving jobs in the next year, driven by the demand for a better work-life balance, higher remuneration and flexible working hours.
New research from specialised recruitment consultancy Robert Half UK1 reveals the desire to move jobs is being fuelled by the current war for talent, especially in technical areas such as software development and cyber security.
Employees are bullish about their prospects in a market shaped by the ongoing talent dilemma. One third (32%) believe their skillset will be more desirable in the coming months, while a further one in three (33%) believe they will continue to receive multiple job offers with competitive salaries.2
The three biggest factors employees cite as reasons for leaving their current role are the desire for a better work-life balance (39%), higher remuneration (38%) and flexible working hours (32%).
However, the reasons for moving jobs vary significantly across the different age groups.
Office workers between the ages of 16 and 24 are most likely to job hop, with two in five (38%) considering a switch in the next year, compared to 28% of those aged 35+. These younger workers are as likely to leave their current role to further advance their career (40%) as they are to achieve a better work-life balance (41%).
This age group also places greater importance on corporate culture (19%) than higher remuneration (17%), highlighting the significance of a strong employer brand. The study reveals increased remuneration does not become the key motive for a job move until the age of 35+.
Matt Weston, Managing Director, Robert Half UK commented:
“The UK is a nation of job hoppers with employees taking full advantage of the current war for talent to find their ideal role. We are seeing a number of employers surprised that their staff are finding opportunities elsewhere and some are resorting to counteroffers as a last ditch attempt to retain their employees.
“The skills that driving demand are highly specialised and they are unlikely to attract top candidates without offering a competitive benefits package. Our research shows that this must include non-salary benefits such as flexible working and training and development opportunities.
“With the talent dilemma showing no signs of slowing down, companies need to act fast to secure their preferred candidates. Having a strong employer brand and offering candidates ways to work happy will prove vital to winning the war for talent.”