News from the network
spring2015 ecssa Feedback from members of the European Confederation of Search and Selection Associations paints a varied recruitment picture across Europe yet with some patterns regarding job mobility:
  • The UK jobs market goes from strength to strength with 8 out of 10 employers expecting to hire more additional permanent staff in 2015. With economic recovery well underway the Recruitment & Employment Confederation is helping large and small employers scale up via workshops, podcasts, masterclasses on social media.
  • Meanwhile in Germany, young professionals are no longer looking for a career step without work-life balance, security and good company culture. Work life balance is a priority for 68 % of those surveyed. According to companies and consultants in the know, candidates are assertive in expecting their needs to be met. As a result the application process is shifting towards a get-to-know process between equals.
  • In France executives find it difficult to change jobs, as the executive employment market appears nearly frozen: only 160,000 out of 4 million in France expect to find a new position by the end of 2015. According to interviewees, the disparity between supply and demand and diploma elitism are the first two obstacles in employment market fluidity.
  • Job mobility is rather static in Belgium too where 60% of Belgians surveyed did not change employers in the decade 2003-13, though mobility picked up in 2014. Results of happiness surveys have been somewhat disappointing with notable exceptions. While the lifetime employment model may be outdated, Belgians seem ready for long term commitment if it provides challenging work, autonomy and responsibility, work life balance and career prospects.
  • In contrast, people in Italy are generally happy in their jobs, and young people in particular prioritise mental wellbeing at work. On average people stay at least 5 years with one firm. Candidates staying less than 3-4 years in one employer can even be considered job hoppers.
  • In Spain, the picture differs with the recent rise and growth of successful CV broking firms. As professional recruiters point out, carrying out a high quality assessment of a candidate’s fit calls for professionalism and experience. You can’t compare a fast food take-away with a Michelin star restaurant – yet there’s room in the market for both.


Source: ECSSA www.ecssa.org