Employees In Financial Industry Pay More Attention To Handsome Salaries.

Less than p ago, Bo Yu MRIC group released the talent report 2014: Greater China and Singapore.

The report points out that "highly trusted leadership / leadership" and "trust and respect for employee culture" are highly concerned indicators for employees to evaluate employers.

For enterprises, these real motives play a key role in attracting talent and talent retention.

At the same time, 52% of the financial services industry employees choose the enterprises to pay more attention to the handsome salary.

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< p > Bo Yu MRIC < /p >

Yi Anqi, general managing director of P, said that according to the survey of 4700 respondents, most of them said that from the participation of senior leaders in recruiting senior leaders, the leaders could see the high integrity of their leaders and their future vision strategy planning before deciding whether to stay or stay.

It can be seen that the role of top leaders in talent recruitment is particularly important.

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< p > it is noteworthy that the survey found that respondents, regardless of region, industry, qualifications and gender, placed "high integrity leadership / leadership" (accounting for 45%) and "trust and respect for employees' culture" (26%) in front.

Many respondents evaluated their current employer's performance in these areas.

More than half of mainland Chinese professionals believe that the current employer does not have a clear vision and direction for business development.

The survey results of respondents in mainland China showed that private enterprises did a little better than foreign enterprises (44%: 41%).

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< p > "this result illustrates the factors that attract a href=" //www.sjfzxm.com/news/index_c.asp "> talent < /a >, which is also the key to make Chinese enterprises become good employers.

We find that there is a disconnect between employers' recruitment process and attracting talents and the real needs of professionals. Employers can make up for the gap by looking squarely at the needs of employees, that is, leadership / leadership, trust and respect for the culture of employees, and the direction of company development, which will enable employers to achieve a win-win situation in attracting and retaining employees.

Yi Anqi said.

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< p > another interesting result is that in terms of "how professionals assess potential new employers", it is also related to the employer's top management team: "the company's leadership a href=" //www.sjfzxm.com/news/index_c.asp "> communication < /a / interview" is the first choice. It is listed as the first element of the enterprise by professionals.

Other key factors include brand image and goodwill (second), interview with direct managers (third), and job description / description (fourth).

In the establishment of brand image in China, social media is the most important channel besides mainland China's own communication channels and traditional media.

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< p > in analyzing "talent a href=" //www.sjfzxm.com/news/index_c.asp "job hopping < /a > reasons, the most frequently cited reason is" more remuneration ".

However, compared with other markets, mainland China's professionals have a higher proportion of "clearer career development paths", indicating a strong demand for career development.

"As China's economic development slows down, the rapid and easy promotion of talent is less frequent," Yi said. "They will expect the present or future employers to provide clearer career development schedules."

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At the same time, in many professions, the banking industry and the financial services industry will replace their jobs with more remuneration, which is higher than that of consumer goods, industry and technology, and life sciences. P

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< p > the report shows that the highest proportion of employees in mainland China's banking and financial services trades is "more remuneration", accounting for 52%, followed by a "clearer career development path", accounting for 29%.

In the consumer and retail industries, the highest proportion is the "more handsome salary", but it accounts for only 41%. The proportion of employees in the industry and technology industry accounts for only 34% of this factor, and 35% in the life science industry.

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