randstad international trends and workplace survey report

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company This section shows an overview of the companies that participated in the survey, providing information about the company’s size, industry, and the number of employees within the organization and per department. The main sectors included in this survey were Manufacturing / Industry, Services, Computer / Software business / Internet and Financial Services, as shown in fig. 3.1. In Chile, 1 in 4 organizations belonged to either the Engineering or Services sectors and in Switzerland, 1 in 3 companies were defined within the Computer / Software / Internet business sectors. Figure 3.1 Industries Manufacturing / Industry 13% Services 12% Computer / Software services / Internet 12% Financial services 11% FMCG 7% Healthcare / Medical / Pharmaceutical 7% Engineering 5% Construction / Real estate / Property management 5% Transportation / Logistics 4% Advertising, Marketing, PR 2% Government / Public / Nonprofit 1% Other 20% 3 randstad international trends and workplace survey report 10 Randstad international trends and workplace survey report 2013 Randstad international trends and workplace survey report 2013 11 2013 Figure 3.2 Size of company total level 30% 8% 63% € 0 - € 50 million € 51 - € 500 million > € 500 million 63% of the companies surveyed generated a turnover of up to € 50 million within their country. If we take a closer look at the overall size (globally) of these companies, 41% of 801 companies were part of a > € 500 million organization, meaning they belonged to (part of) a multinational or were associated with one (as illustrated in fig. 3.2 and 3.3). 45% of the companies surveyed had up to 100 employees (particularly in Greece, Spain, Switzerland and Turkey). 43% had between 100 and 1,000 people in their workforce (particularly in The Netherlands, Argentina, Chile and Poland), with the remainder working with more than 1,000 (particularly in The Netherlands and Argentina), as shown in fig. 3.4. Figure 3.5 Number of employees per department 50 101-1000 No answer Finance 63% 28% 10% 6% IT 67% 21% 12% 13% Engineering 55% 24% 21% 31% Sales and Marketing 41% 34% 25% 14% 41% 43% 12% 24% 35% 45% € 0 - € 50 million € 51 - € 500 million > € 500 million 0-100 > 1000
participant profile This chapter provides information about the people who have been interviewed: the sector they work in, their job title, as well as the number of staff members that report to the respondents. Information is given on how they found their current position and the degrees and certifications that are most common in their line of business. This chapter also illustrates the methods participants use to network and keep abreast on current business trends. Figure 4.1 Job level Figure 4.2 Department 37% Management level 24% Director level 11% Employee level 10% Supervisor level 8% CEO / CFO / COO level 3% Controller level 3% Vice President level 5% Other Most participants held a management title, followed by directors (fig. 4.1). As shown in fig. 4.2, most respondents worked in HR. Finance followed at a great distance. In The Netherlands, the majority of the respondents worked within a finance department. 58% HR 14% Finance 9% Sales / Marketing 5% Engineering 2% IT 12% Other 23% of respondents had 1 to 2 people that reported directly to them. 34% had no employees reporting directly to them. The participants found their current position predominantly through professional contacts and referrals, through recruitment companies and by means of internal promotion (fig. 4.3). 4 randstad international trends and workplace survey report Internal promotion was popular in Turkey and in The Netherlands the use of recruitment companies scored the highest. Finding a job position through job fairs, an internal recruiter or the company website was not very common. The preferred methods of networking were attending conferences and conventions and through professional and social networking sites. Mentors and coaches were unpopular, as shown in fig. 4.4. In The Netherlands, Greece, Switzerland and Poland, networking by means of attending conferences and conventions was the most common. To keep up with current business trends (fig. 4.5) we see that networking, professional networking sites (LinkedIn) and professional associations were the most frequently used resources. In The Netherlands, Chile and Poland educational seminars scored the highest in this context. For Spain and Argentina, one of the most popular resources for keeping up with current business trends was trade journals. The survey showed that 81% of respondents were members of LinkedIn. In second place, with 52% we find Facebook, followed at a distance by Twitter (25%). These sites are mainly used for networking, followed by connecting with friends and family, recruitment and looking for jobs. Plaxo was very popular in Switzerland and used by 45% of the respondents. 12 Randstad international trends and workplace survey report 2013 Randstad international trends and workplace survey report 2013 13 2013 Figure 4.3 How did you find your current role? Professional contact / referral 29% Recruitment company 15% Internal promotion 14% Internet job board 9% Executive search firm 8% Prof. networking site 4% Print advertising 2% - Internal recruiter 3% Print advertising 7% Other 8% networking by means of professional networking sites, such as linkedin are very popular to keep current on business trends Company website 2% - Figure 4.4 Methods you use to network Conferences / conventions 57% Professionals networking sites 54% Social networking sites 36% Higher level professionals 29% Alumni associations 25% Mentors and coaches 11% Other 4% None 6% Figure 4.5 Resources most frequently used to stay abreast of business trends Networking 58% Professional networking sites ( ) 52% Professional associations 50% Newspapers 46% Trade journals 40% Web based sources (blogs, eNewsletters) 40% Social networking sites ( , ) 22% Government tax authorities 16% Other 5% None 3%
Page 1 and 2: www.randstad.com randstad internati
Page 3 and 4: contents 1 Structure of the report
Page 5: practices valuable. In Chile and Po
Page 9 and 10: employment and recruitment strategi
Page 11 and 12: adding new duties to existing jobs
Page 13 and 14: Figure 8.6A When will your company

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