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Talent Trends - Q3 2016

The Great Generational Divide

Ages 16-34, Ages 35+

Our latest Talent Trends research shows that attitudes towards key career issues are dividing 16-34-year-olds and the 35+ generation.

Our quarterly survey of office workers assesses ongoing changes to the make-up and nature of the UK workforce.

It identified a number of key dividing workplace issues between generations - including loyalty, career planning, views on Brexit and much more.

Talent Trends samples more than 1,200 office workers, across sectors including Accounting and finance, banking and financial services, HR, IT, legal, marketing & communications, sales, office support and more.

Slide to see what's dividing generations in the workplace.

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Are people looking for new roles?

Ages 16-34

Piechart: 13% Actively seeking roles, 25% Open to approaches, 55% Happy in role

Ages 35+

Piechart: 13% Actively seeking roles, 22% Open to approaches, 62% Happy in role

People are mostly happy in their current role and not actively jobseeking.

Of the age groups, the younger 16-34 bracket is the more open to approaches from recruiters.

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What makes you loyal to your employer?

Ages 16-34

Ages 35+

18%
Interesting / varied work
17%
16%
Good package
17%
41%
Good career path
8%
7%
Location
17%

Younger generations are more likely to stay with their employer if they offer them interesting and varied work, decent benefits and a good career path

And while older generations are still drawn to a good working location, the survey suggests the 16-34 age group are less likely to stay loyal to an organisation just because of where they're based.

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How open are you to other ways of working?

Ages 16-34

Ages 35+

32%
Freelancing
18%
67%
would consider
46%
24%
Contracting
12%
54%
would consider
31%
25%
Portfolio career
10%
56%
would consider
25%

The 16-34 age group are much more likely to consider alternate ways of working - going freelance, contracting and even a portfolio career (combining temping, freelance work, part-time jobs and self-employment).

While both generations are generally hesitant to the idea of alternative working models, younger generations are still far more open to the idea of switching from one full-time role in the future.

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What's your approach to career planning?

Ages 16-34

Ages 35+

32%
career plan
22%
41%
planning is important
20%
63%
career options
45%
68%
career path
43%
62%
work overseas
39%

Key

  • “I have a career plan”

  • “I think career planning is very important”

  • “I don't understand what career options are available”

  • “I want a career path across numerous organisations”

  • “I want to work overseas”

Younger generations are more inclined to value and work on a career plan - but at the same time they're more flexible in how they achieve it. They're more willing to move across organisations and even work abroad to get what they went out of a career.

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The impact of Brexit on your career

Ages 16-34

Ages 35+

47%
Brexit
24%

Key

  • “I think Brexit will make it harder to achieve my career objectives”

Neither the 16-34s or the 35+ age group are particularly concerned by the impact of Brexit in the short term - 43 and 62 per cent respectively felt neither more or less secure in their roles.

But in the long-term future, the younger generations felt Britain's leaving the EU would make it more difficult to achieve their career objectives.

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