What do students expect from their future employers? Long-term employment, career development opportunities, and motivating leaders.
According to the latest survey of ManpowerGroup Bulgaria “Career expectations of young talents” 44% of students do not plan to seek professional development abroad after completing their higher education. 38% would work in another country if they had the opportunity, and only 9% plan to go abroad.
The survey includes the responses of 351 Bulgarian students who have studied or are still studying in the country and abroad. It also shows that the majority of them (42%) are looking for long-term employment between 3 and 5 years at the beginning of their careers and only 16% think that it is normal to change their employer within three years.
The results of the survey also show that the days when young people jumped from one company to another in search of the perfect employer are long gone. Nowadays, they tend to be more informed about the labor market in the country and in most cases plan their career development, knowing how, where and why they want to develop. However, this does not eliminate the need for comprehensive career guidance in the school period that offers young talents clarity about opportunities for professional realization in the currently trending and developing business sectors.
Also, the three most important factors for young people that motivate them to choose a new employer are career growth opportunities(79%) new knowledge (72%), and good interpersonal relationships in the team (63%). Among the least important factors are the additional benefits, the company’s product portfolio, and the opportunities for remote work and flexible working hours.
In addition, young talents expect their future leaders to be able to give constructive feedback on the results of their work (81%), to organize work activities effectively (75%), and to motivate team members (73%).
One of the hottest trends in human capital management – gamification – is also emerging as an important element of the employer brand – more than half of respondents believe that the gamified selection process and gamified training are more effective, more interesting, and more engaging compared to traditional methods.
Therefore, the gamification of familiar HR processes can now be considered as an employer branding initiative suitable for any organization that wants to attract young talent. Gamified selection methods and work organization processes would also help companies to attract and engage young talent in their teams.
The full survey can be found HERE.