skills mismatches & finding the right talent incl. quarterly mobility, confidence & job satisfaction Randstad Workmonitor Global Press Report wave 3-2012

Randstad Holding nv

September 2012

content

• Chapter 1: key takeaways

• Chapter 2: employee expectations per country

• Chapter 3: mobility

• Chapter 4: satisfaction

• Chapter 5: personal motivation

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mismatch: level of education

• Globally almost half of the employees (47%) feel currently overqualified for their job. Especially in China (84%), Turkey (78%) and Greece (69%). These numbers are lowest in Belgium (28%), Luxemburg (23%) and Denmark (25%).

• 1 in 5 people say they are underqualified for their job. Even more so in Italy (47%), Japan (42%) and Chile (41%). In Hungary (4%), Czech Republic (7%) and Greece (9%), the no. of employees who say they are underqualified for their job is lowest.

• more than 4 out of 10 employees work with overqualified as well as underqualified colleagues

Especially in Brazil (61%), Hong Kong (71%) and China (65%) employees see many colleagues working below their educational level. In Argentina only 18% feel they are underqualified themselves but 65% see many underqualified colleagues around them. In Japan, Chile and China, many people seem to have jobs which are not compatible with their level of education.

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smaller mismatch: field of study

• Overall 66% states their job is a good match in terms of their field of study.

• In Hong Kong (78%) and India (82%) many employees indicate that their job is a good match with their educational background. Also in Denmark (80%) and Norway (68%) most employees have a suitable job. Sweden however is at the low end of countries with a good match in terms of studies (60%).

• In Japan (37%) and Slovakia (48%), few employees are in a job that matches with their field of study. In accordance with this finding, employees in these countries also see many colleagues whose jobs do not match their education. Especially in Japan, there seems to be a gap between education and employment.

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finding the right talent

• Globally, almost 60% of the employers have difficulties in finding the right person for the job. Especially in Brazil (71%), employers have difficulties finding the right talent.

• Finding highly-qualified people is an issue for almost half of the employers. This is less the case in Greece, Italy, Spain and Denmark where approx. a third of the employers experience this.

• Finding low-skilled workers is less difficult globally (27%) but it is an issue in China (47%), Malaysia (39%) and Japan (35%).

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expected shortages

• 47% expects a shortage of highly qualified staff within the next 3 years. Especially employees in Brazil (58%), China (65%), Hong Kong (67%), India (65%) and Malaysia (64%) expect a shortage of highly qualified staff within the next 3 years. Czech Republic (34%), The Netherlands and Denmark (33%) have the lowest proportion of employees expecting a shortage of highly qualified staff.

• 34% expects a shortage of lower-skilled workers in the coming years. Employees in Czech Republic (17%) and Denmark (18%) are at the low end. Compared with the global average, more employees in China (50%), Malaysia (57%), Hong Kong (59%) and India (57%) expect a shortage of lower skilled workers.

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development & career opportunities

• “54% of the employers invest sufficiently in (additional) training and education.” In Japan (40%), Greece (39%) and Hungary (36%), relatively few employees believe their employer invests sufficiently in their development. On the other hand, Belgium (65%), The Netherlands (61%) and Luxemburg (68%) are satisfied with the level of investment in (additional) training and education.

• “career opportunities are sufficient” say more than half of the employees. Hong Kong (80%), India (75%) and Malaysia (73%) are at the high end. In Spain and Slovakia (38%), Greece (36%) and Hungary (25%) employees feel that the investment in career opportunities is not sufficient.

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mobility, satisfaction & personal motivation (1)

Mobility Index back at 107 • More employees worldwide expect to be employed elsewhere in the

coming 6 months than they did last quarter; after a small dip, the Mobility Index is back at 107, the same level as in Q1.

• The index increased in Turkey, New Zealand, Argentina, Brazil and Hong Kong. Only in Poland expected mobility decreased.

slightly more employees actively looking for a new job • The number of employees actively looking for a new job has risen in

China and Mexico. In Malaysia too, more employees are looking for a new job, but not actively.

• In New Zealand there’s been a shift from not actively to actively looking for a job. In Belgium there has been a shift with regard to this matter as well, but here it is from active to not-active.

reasons for job change • reasons to look for a new job are: better employment conditions (38%),

personal desire for change (32%) or organizational circumstances (28%).

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mobility, satisfaction & personal motivation (2)

confidence improved slightly • Confidence in finding a comparable job has increased in

Luxemburg and Hong Kong and declined in Poland. The level of confidence in finding a comparable job is lowest in Japan (33%) and highest in India (89%).

• Confidence in finding a different job has increased in France, Sweden and India and declined in Turkey. In Italy, confidence about finding a different as well as a comparable job has increased.

significant fear of job loss has declined by 1 point • Significant fear of job loss has declined in several countries (The

Netherlands, Germany, Switzerland, Mexico and Malaysia). But it has increased significantly in Hungary and Hong Kong. Moderate fear of job loss has increased in New Zealand, Turkey and Malaysia.

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mobility, satisfaction & personal motivation (3)

again shifts in satisfaction • As in previous quarters, Scandinavian employees are the most satisfied

in Europe. For Sweden there was even an increase in satisfaction (from 65% to 75%). Also Belgium and Malaysia showed an increase in satisfaction.

• Employees in Hungary, Spain and Greece are least satisfied. Switzerland, the UK and Turkey showed a decline in level of satisfaction. Outside Europe, India and Mexico rank highest in satisfaction. Employees in Brazil are significantly less satisfied compared with last quarter.

Mexico and India more focus on promotion • In Europe, Italy, Luxemburg and France have the most ambitious

employees. In the Nordics, employees are the least focused on getting a promotion. Compared with last quarter, employees in Germany, Turkey and Poland are less focused on promotion.

• Outside Europe, the most ambitious employees can be found in Mexico and India. Japanese employees are least focused on promotion.

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background to Randstad Workmonitor (1)

• The Randstad Workmonitor was launched in the Netherlands in 2003, then in Germany, and now covers 32 countries around the world. The study encompasses Europe, Asia Pacific and the Americas. The Randstad Workmonitor is published 4 times a year, making both local and global trends in mobility visible over time.

• The Workmonitor’s Mobility Index, which tracks employee confidence and captures the likelihood of an employee changing jobs within the next 6 months, provides a comprehensive understanding of sentiments and trends in the job market. Besides mobility, the survey addresses employee satisfaction and personal motivation as well as a rotating set of themed questions.

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background to Randstad Workmonitor (2)

• The study is conducted online among employees aged 18-65, working a minimum of 24 hours a week in a paid job (not self-employed). Minimum sample size is 400 interviews per country. The Survey Sampling International (SSI) panel is used for sampling purposes. The 3rd wave of 2012 was conducted between 17 July and 15 August 2012 in the following countries:

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Argentina Chile Germany Italy

New Zealand

Spain UK

Australia China Greece Japan Norway Sweden USA

Belgium Czech Republic Hong Kong Luxembourg Poland Switzerland

Brazil Denmark Hungary Mexico Singapore The Netherlands

Canada France India Malaysia Slovakia

Turkey

content

• Chapter 1: key takeaways

• Chapter 2: employee expectations per country

• Chapter 3: mobility

• Chapter 4: satisfaction

• Chapter 5: personal motivation

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Argentina

• For their current job, seven out of ten Argentineans employees are overqualified and two out of ten are underqualified. With regard to their colleagues the same picture emerges. Argentineans claim that more colleagues are working above their educational level (65%; average: 44%) than below (51%).

• 68% of Argentinean employees say their job is a good match with their educational field. However, they see many others in a job which is not suitable for them (70% vs. a global average of 53%).

• For employers it’s challenging to find the right people (62%). Finding highly qualified employees is more difficult than finding low-skilled workers (54% vs. 26%). Almost half (45%) expect a shortage of highly qualified employees within three years.

• In Argentina four out of ten employers invest sufficiently in (additional) training and half of employers offer sufficient career opportunities.

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Australia

• In Australia, 45% say they are overqualified for their current job; only 16% say they are under qualified. However, 43% say they that at their employer they see many people working below their level of education.

• Most Australian employees (73%) are working in a job that matches their educational field. In this aspect as well, half of Australians see many colleagues in a job that does not match their educational field.

• It isn’t easy to find the right person for the job. Two thirds of employees say their employer has difficulties finding the right people for some jobs. Especially finding highly qualified employees is challenging (54%). More than half of the employees (57%) expect a shortage of highly qualified people. On the other hand 26% also say it is difficult for their employer to find low-skilled employees. A shortage of low-skilled workers within three years is expected by 37%.

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Belgium

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• In Belgium, there seems to be quite a good match between qualifications and jobs. The number of overqualified employees is quite low (28% vs. 47% average). Two out of ten employees say they are under qualified for their job. Seven out of ten have a suitable job with their educational field. Also at their employer most people have a job that matches their level of education (70%), but still half of the Belgian employees also see colleagues working in a job that does not match their educational field.

• Despite the low number of overqualified employees, four out of ten Belgians expect a shortage of highly qualified employees within three years.

• According to most employees, Belgian employers invest sufficiently in (additional) training (65% v. 54% average).

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Brazil

• Seven out of ten Brazilian employees are overqualified for their current job. Only 16% say they are underqualified. In Brazil, employees also see many others working below their educational level (61% vs. 43% average).

• Even though the level of the current job doesn’t match the qualification of many people, it is a good match with their field of education for most of them (70%).

• Brazilian employers have difficulties finding the right people for some jobs (59% vs. 48% average). It is surprising to see that even though 70% say they are overqualified, Brazilian employees believe their employer experiences problems in finding highly qualified employees (71% vs. 59% average). Six out of ten Brazilians expect within three years a deficit in higher qualified people.

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Canada

• Four out of ten Canadian employees are overqualified and two out of ten are under qualified. This is similar to the global average. Almost half (45%) of the employees see colleagues in a job above their educational level. Four out of ten see others in a job below their educational level. Most of Canadians’ jobs are a good match with their field of study (72%). Two thirds say that colleagues have a job which is a good match with their field of study. • Two thirds of Canadian employers have trouble finding the right people for specific jobs. Relatively more employers experience problems in finding highly qualified people (58% v. 48%). Therefore 55% of Canadian employees expect a shortage of highly qualified employees within the next three years. More than half of the employees expect a shortage of staff in specific jobs. • In Canada, more than half of employees say their employer invests sufficiently in training. Six out of ten employers offer sufficient career opportunities according to their employees.

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Chile

• In Chile, half of the employees are overqualified for their current job. On the other hand Chile has the highest number of under-qualified employees (42% vs. 20% average). Therefore, Chileans see more colleagues working above (51% v. 44%) or below (49% v. 43%) their educational level. Half of the employees also see colleagues having a job which does not match their educational field.

• Half of Chilean employees believe their employer has difficulties finding the right people for some jobs as well as finding higher qualified employees. Therefore four out of ten expect a shortage of highly educated staff within three years.

• In Chile, 37% of employers invest sufficiently in (additional) training and half of the employers offer good career opportunities according to their employees.

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China

• In China, most people say they are working below their level of education. As many as 83% say they are overqualified for their current job. This is much higher than the global average of 47%. Therefore more Chinese employees (65% vs. 43% average) see others having a job below their educational level. • Most Chinese employees (71%) see other colleagues whose jobs do not match their education. This is surprising, since up to three quarters of Chinese employees say they have a job which matches their field of study. • More employers in China than in other parts of the world have trouble finding low-skilled workers. This could be expected, given the high proportion of overqualified employees in China (83%). On the other hand more Chinese employees expect a shortage of highly qualified staff (65%) than a shortage of lower skilled staff (50%). Up to seven out of ten expect a shortage of staff in specific jobs in the next few years (vs. 48% global average).

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• In Czech Republic, most employees have a job that matches their educational level. Only three out of ten employees are overqualified (average: 47%) and merely 7% are under-qualified (average 20%). Therefore, only three out of ten see colleagues working above or below their educational level. Most Czech employees have a job which is a good match with their field of study (62%). The same proportion also see colleagues whose job is a good match with their field of study. • In Czech Republic, only one out of ten employers experiences problems in finding lower skilled workers (global average: 34%). Therefore also fewer Czech employees than in other parts of the world expect a shortage of low skilled staff within the next three years. The same picture emerges with regard to an expected shortage of highly qualified staff (17% v. 34% global) • Almost four out of ten Czech employees believe their employer invests sufficiently in training. The same proportion says their employer offers enough career opportunities.

Czech Republic

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Denmark

• In Denmark, there seems to be quite a good match between the qualifications of an employee and their current job. Fewer than average employees say they are overqualified (25% v. 47%) and only 10% are under-qualified for their current job. In line with this finding, employees in Denmark see fewer colleagues working above (27% vs. 44% av.) or below (23% vs. 43% av.) their educational level.

• Up to eight out of ten employees in Denmark believe their job is a good match with their field of study (68% average). Also more Danish employees see colleagues whose jobs match their educational field (86% vs. 65%).

• Only four out of ten employers in Denmark have trouble finding the right people for some jobs. Even fewer employers have trouble finding highly (33% vs. 48%) or lower qualified (14% vs. 27%) staff. Therefore shortages for the right staff are less expected in Denmark.

• In Denmark, 58% of employees say their employer invests sufficiently in training and 59% say their employer offers sufficient career opportunities.

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France

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• In France, almost four out of ten employees are overqualified and one quarter is under-qualified for their current job. Two thirds of French employees have a job which is a good match with their field of study. Six out of ten also see others in a suitable job. • However, two thirds of French employers have difficulties finding the right people for specific jobs and half of the employers experience problems in finding highly qualified people. For the future, 46% of French employees expect a shortage of highly qualified staff and 52% of employees expect a shortage of staff in specific jobs within the next three years. • In France, half of employees say their employer invests sufficiently in training and offers sufficient career opportunities.

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Germany

• In Germany, 43% of employees are overqualified and 15% are under-qualified for their current job. German employees also see others working below (38% vs. 43% average) or above (40% vs. 44% average) their educational level. Most German employees (72%) say their job matches their educational field. Only four out of ten see others having a job which doesn’t match with their field of education (53% average).

• Half of German employers have difficulties in finding the right or highly qualified people. Half of employees expect a shortage of highly qualified staff within three years.

• In Germany, almost six out of ten employers (59%) invest sufficiently in (additional) training/education (average 54%). Half of the employees say their employer offers sufficient career opportunities.

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Greece

• In Greece, the number of people that are overqualified for their current job is higher than in other parts of the world (68% vs. 47% average). Only 9% say they are under-qualified for their current job (20% average). Accordingly, Greek employees see more colleagues working below their level of education (52% vs. 43% average). However, six out of ten employees say they have a job that matches their field of study. • Half of the Greek employers have difficulties finding the right people. Only three out of ten employers have trouble finding highly qualified employees. This is less than the global average of 48%. However, for the future a shortage of highly qualified employees is expected by 44% of Greek employees (comparable with the global average of 47%).

• In Greece, employers invest less than average in (additional) training (32% vs. 54%). Also fewer employees believe their employer offers sufficient career opportunities (36% vs. 54% average).

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Hong Kong

• In Hong Kong, more than half of the employees (55%) are overqualified and one third are under-qualified for their current job. Therefore, up to 71% of Hong Kong employees see many colleagues working below their educational level. More Hong Kong employees than average have a job that matches their educational field (78% vs. 68%). However, more employees in Hong Kong see others whose jobs do not match their field of study (72% vs. 53%). • Up to three quarters of Hong Kong employers have difficulties in finding the right people for specific jobs. Also more employers will experience problems in finding highly qualified staff (72% vs. 48%) and lower skilled staff (59% vs. 27%) within the next three years.

• Most Hong Kong employees (64%) believe their employer invests sufficiently in training. And as many as 80% of Hong Kong employees say their employer offers sufficient career opportunities (54% average).

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Hungary

• About three out of ten Hungarian employees say they are overqualified for their current job. Hungary has the lowest number of under-qualified employees (4% vs. 20% average). Employees in Hungary see slightly fewer colleagues working below (37% vs. 43%) or above (36% vs. 44%) their educational level than average. Six out of ten Hungarian employees have a job that matches their field of study.

• Fewer than average Hungarian employers have trouble finding the right (46% vs. 59%) or highly qualified (37% vs. 48%) people. Four out of ten employees expect a shortage of highly educated staff within the next three years. Only three out of ten Hungarians expect a shortage of staff in specific jobs (48% average).

• In Hungary, only 36% of employees believe their employer invests sufficiently in training (54% average). Even fewer employees believe their employer offers sufficient career opportunities (25% vs. 54% average).

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India

• In India, more than half of employees (55%) are overqualified and one third are under-qualified for their current job. Six out of ten employees see others working below their level of education. Up to 68% see many colleagues working above their education level (44% average). Up to eight out of ten employees in India believe their job is a good match with their educational field. The same number see colleagues whose jobs match their field of study.

• Up to three quarters of employers in India have trouble finding the right people. In India it’s hard for employers to find highly qualified (65% vs. 48%) as well as lower skilled people (55% vs. 27%). Up to two thirds of employees in India expect a shortage of highly qualified staff within three years. Fewer employees expect a shortage of poorly qualified staff.

• In India, three quarters of employers invest sufficiently in (additional) training/education (average 54%). The same proportion of employees say their employer offers sufficient career opportunities.

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Italy

• In Italy, fewer employees than average are overqualified (36% vs. 47%) and more employees are under-qualified for their current job (46% vs. 20% average). More than half of Italian employees see many colleagues whose jobs don’t match their educational level. Three quarters believe their job is a good match with their field of education. Almost six out of ten (58%) see many colleagues whose jobs also match their field of study. Almost the same number (56%) see colleagues whose jobs do not match their field of study.

• In Italy, fewer than average employers have trouble finding highly qualified employees (33% v. 48%). However, four out of ten Italian employees expect a shortage of highly qualified employees within the next three years.

• Comparable to the global average, half of Italian employees indicate their employer invests sufficiently in (additional) training. Less than half of Italian employers offer sufficient career opportunities according to their employees (average 54%).

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Japan

• Almost half of Japanese employees are overqualified (45%) and more employees than average are under-qualified for their current job (38% vs. 20%). Three out of ten see colleagues working above or below their educational level. In Japan, compared to average, notably fewer employees say their job is a good match with their field of study (37% vs. 68%). Also fewer employees see colleagues whose jobs match their educational field (32% vs. 65%).

• Six out of ten Japanese employers have trouble finding the right people for some jobs. Half of employers experience problems finding highly qualified people. Both are similar to the global average. The same appears re. the extent to which Japanese employees expect a shortage of highly qualified staff (50%), low skilled staff (33%) and staff for specific jobs (48%) in the coming years.

• In Japan, fewer employees than average believe their employer invests sufficiently in training (40% vs. 54%). Employers also offer fewer career opportunities (54% vs. 40% global average).

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Luxemburg

• In Luxemburg, there seems to be a good match between qualifications and current jobs. Only 23% of employees say they are overqualified and as few as 13% say they are under-qualified for their current job. Luxemburg employees see fewer colleagues working above (29% vs. 44%) or below (22% vs. 43%) their educational level. Six out of ten employees believe their job is a good match with their field of study. 39% see colleagues whose jobs do not match their subject of education.

• Six out of ten employers in Luxemburg have difficulties finding the right people for some jobs. In Luxemburg, employers have less trouble finding highly (42% vs. 48%) or poorly qualified (20% vs. 27%) people. So fewer employees expect a shortage of highly (36% vs. 47%) and poorly (19% vs. 34%) qualified staff within the next three years.

• In Luxembourg, more employees (68% vs. 54%) say their employer invests sufficiently in training. Quite a lot of employees in Luxembourg say their employer offers sufficient career opportunities (71% vs. 54%).

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Malaysia

• More than half of Malaysian employees are overqualified (54%) and three out of ten are under-qualified for their current job. • Seven out of ten Malaysian employees believe their job is a good match with their field of education. Almost the same proportion (67%) see colleagues whose jobs match their educational field.

• In Malaysia, quite a lot of employers have trouble finding the right people for some jobs (69% vs. 59% average). Employers in Malaysia also experience more problems finding highly and poorly qualified staff. Therefore more employees expect a shortage of highly qualified staff (64% vs. 47%) and lower skilled staff (52% vs. 34%) within the next three years.

• More than half of employees believe their employer is investing enough in training (61%). Malaysian employees more often feel that their employer offers sufficient career opportunities (73% vs. 54% average).

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Mexico

• In Mexico, more employees than average are overqualified (76% v. 47%) and 21% are underqualified for their current job. Mexican employees also see more colleagues working below (56% vs. 43% average) or above (59% vs. 44% average) their educational level. Most Mexican employees (73%) work in a job that matches their educational field. However, more than half of employees (60%) see many colleagues in a job that doesn’t match their field of education (53% average).

• On average, 55% of employers in Mexico have trouble finding the right or highly qualified people. Slightly fewer employees than in other parts of the world expect a shortage of highly qualified staff within three years (37% v. 48%).

• In Mexico, over half of employers (56%) invest sufficiently in (additional) training/education and two thirds of employees say their employer offers sufficient career opportunities.

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Netherlands

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• In The Netherlands, one third are overqualified and 18% are under-qualified for their current job. Almost three out of ten Dutch employees see others working above (27% vs. 44% average) or below (29% vs. 43%) their level of education. Six out of ten employees believe their job is a good match with their field of study. Most employees (65%) also see colleagues whose jobs match their subject of education.

• Employers in The Netherlands have less than average trouble in finding highly (36% vs. 48%) or low skilled (18% vs. 27%) people. Four out of ten employers have trouble finding the right people for some jobs. Therefore fewer employees expect a shortage of highly (33% vs. 47%) and poorly (25% vs. 34%) qualified staff within the next three years.

• In the Netherlands, six out of ten employees say their employer invests sufficiently in training. Half of employees say their employer offers sufficient career opportunities.

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New Zealand

• In New Zealand, 40% of employees are overqualified and 17% are under-qualified for their current job. This is similar to the global average (47%, 19%). The same appears re the proportion of employees who see others within their organization having a job above (45%) or below (44%) their educational level. In New Zealand, employees are as often as average (68%) working in a job which matches their field of study. Two thirds also see colleagues whose jobs match their field of education. • In New Zealand, two thirds of employers have trouble finding the right people for specific jobs. Half of the employers have trouble finding highly qualified people. Three out of ten employees expect a shortage of highly qualified employees within the next three years. • More than half (63%) of New Zealand employees indicate their employer invests sufficiently in training. Slightly fewer employees (58%) say their employer offers sufficient career opportunities.

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Norway

• Relatively few employees in Norway are overqualified for their current job (32% vs. 47% average). The same applies re the proportion of under-qualified employees (13% vs. 19% average). Naturally also fewer Norwegian employees see colleagues working above (32% vs. 44%) or below (28% vs. 43%) their educational level. Seven out of ten employees in Norway are in a job that matches their field of study. Fewer than average Norwegians see others having a job that does not match their field of study. • In Norway, half of employers have trouble finding the right people for specific jobs. Almost the same proportion of employers (45%) have trouble finding highly qualified people and only two out of ten have trouble finding lower skilled staff. Therefore only 27% expect a shortage in people with few qualifications within the next three years (34% average). • Half of Norwegian employees say their employer invests sufficiently in training. The same proportion of employees (52%) say their employer offers sufficient career opportunities.

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• Significantly fewer employees in Poland are overqualified (32% vs. 47% average) and only one out of ten employees is under-qualified (10% vs. 19% average). Compared to the global average Polish employees see more others working above (42%) or below (37%) their educational level. • In Poland, six out of ten employees have a job that matches their field of study. The same proportion see colleagues having a job matching their field of study. • Half of Polish employers have trouble finding the right people for specific jobs. Four out of ten employers have difficulties finding highly qualified staff and only two out of ten experience problems finding low skilled. Only 37% of Polish employees expect a shortage in highly qualified staff in the coming years (47% average). • In Poland 53% believe their employer invests sufficiently in training. Almost the same proportion of employees (49%) believe their employer offers sufficient career opportunities.

Poland

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Singapore

• In Singapore, 42% of employees are overqualified and 24% are under-qualified for their current job. This does not differ from the global average. Nevertheless Singapore employees more often than average see others in a job above (52% vs. 44%) their educational level. Seven out of ten employees in Singapore have a job that matches their field of study. Nevertheless fewer employees see colleagues in a job that matches their educational field (57% vs. 65% average). • In Singapore, two thirds of employers have trouble finding the right people for specific jobs. About half of Singapore employers (53%) have trouble finding highly qualified people. Up to 57% of employees expect a shortage of highly qualified employees within the next three years (47% average). • More than half (57%) of Singapore employees indicate their employer invests sufficiently in training. Roughly the same proportion (59%) say their employer offers sufficient career opportunities.

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Slovakia

• In Slovakia, the proportion of under-qualified employees is below average (9% vs. 20%). Given this low proportion, relatively more employees are overqualified (55%).

• 40% of employees see many colleagues working below or above (33%) their level of education.

• Slovakian employees often seem to not have a job that matches their field of education (48% vs. 68% on average) and less often see many colleagues whose job and educational level match (51% vs. 65%).

• Half of Slovakian employers have trouble finding the right people. More often finding highly qualified people (48%) than people with few qualifications (16%). The proportion of employees who expect their employer will have a shortage of staff for specific jobs in the next three years is below average (33% vs. 48%)

• Slovakian employers offer sufficient career opportunities less often than on average (37% vs. 54%).

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Spain

• A large proportion of Spanish employees feel overqualified for their current job (64%) and see many co-workers working below (60%) or above (54%) their level of education.

• The educational background of employees in Spain is often a good match with their job; two thirds say their own job is a good match and the same for 71% of other people at their employer.

• The proportion of employers who have trouble finding the right employees for some jobs is smaller in Spain (39% vs. average 59%).

• Within the next three years 43% expect that their employer will have a shortage of highly qualified people and people in specific jobs.

• Approximately half of Spanish employees work for an employer who invests sufficiently in education and offers sufficient career opportunities (55% & 53%)

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Sweden

• One third of Swedish employees say they are overqualified and one out of six says they are under-qualified for their current position. There is a similar proportion of employees who see colleagues working above or below their level of education.

• The no. of people whose job is a good match with their education in terms of the field of study (60%) is below both the other North European countries (Denmark: 80%; Norway: 68%) and the average (68%). Nevertheless, three out of four employees see many people whose jobs do match their educational field.

• 58% of Swedish employers have problems finding the right people for some jobs. Finding lower skilled staff is easier than finding highly qualified people (17% v. 44%). Half of all employees expect there will be shortage in the next three years of highly qualified staff and staff in specific jobs.

• Half of employers invest sufficiently in (additional) training/education and offer sufficient career opportunities.

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Switzerland

• Most Swiss employees are qualified for their current job. Four out of ten say they are overqualified versus 16% who say they are under-qualified. One third see many people working above their level at their employer and only a relatively small proportion of one out of four below their level of education (average: 43%).

• The field of education matches the jobs quite well in Switzerland. Three quarters of employees say their own current position as well as that of their colleagues matches their educational field.

• Still, 57% of Swiss employers have trouble finding the right candidate for some jobs. Especially highly qualified people are hard to find (48% v. 23% for people with few qualifications). This is expected to lead to shortages within three years of highly qualified people (45%) and of lower skilled staff (27%).

• Six out of ten Swiss employees say their employer invests sufficiently in training and education and offers sufficient career opportunities.

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Turkey

• Out of every five Turkish employees, four state that they are overqualified for their current position. This is above average (78% vs. 47%). This is also higher than people who see others working below their level of education (41%). The no. of employees stating they are under-qualified for their job is about average (14% vs. 20%). The educational field matches the current position for seven out of ten Turkish employees.

• The employer of two thirds of Turkish employees has trouble finding the right people for some jobs. Highly qualified people are much harder to find than lower skilled staff (52% vs. 25%)

• Half of all employees expect that there will be a shortage of highly qualified people. This is more than the employees who expect a shortage of people with few qualifications (37%).

• Only four out of ten Turkish employees say that their employer invests sufficiently in education. The same % says their employer offers enough career opportunities.

43 Randstad Workmonitor wave 3, September 2012

44

UK

• In the UK, 46% see themselves and many co-workers being overqualified for the position they currently hold while co-workers are more often seen as working above their level of education than the respondents themselves (43% vs. 19%).

• Seven out of ten employees work in a job that matches their field of education. Six out of ten state that they see many colleagues working in jobs that do match, while five out of ten see many people whose jobs do not match their field of education.

• Three out of five British employers have trouble finding the right person for some jobs. Highly qualified people are extra hard to find compared to people with fewer qualifications (37% vs. 30% on average). Within three years, employers will have a shortage of employees with many (46%) and few (44%) qualifications and in specific jobs (48%).

• In the UK, employers offer sufficient training and career opportunities (58% and 56%).

44 Randstad Workmonitor wave 3, September 2012

45

US

• Of American employees, 46% see themselves as overqualified and 16% as under-qualified. Two out of five employees see colleagues working below or above their level of education.

• Seven out of ten American employees work in a position that is a good match with their field of education. Most employees see others working in a job that matches their educational field as well (58%).

• In the US, six out of ten employees see their employer having trouble finding the right person for the job. Half of the employees think highly qualified staff are hard to find, though fewer employees expect a shortage of highly qualified staff in three years (42%).

• Six out of ten American employees say their employer invests sufficiently in training and education and offers sufficient career opportunities.

45 Randstad Workmonitor wave 3, September 2012

content

• Chapter 1: key takeaways

• Chapter 2: employee expectations per country

• Chapter 3: mobility

• Chapter 4: satisfaction

• Chapter 5: personal motivation

46 Randstad Workmonitor wave 3, September 2012

• * change in the first category – light blue line

•** change in the 2nd category – dark blue line

Question:

• Do you think you will be doing the same or comparable work for a different employer within the next 6 months?

or

• Do you think you will be doing different work for a different employer within the next 6 months?

Question:

• To what extent are you currently looking for another job?

Changes

Poland 6

Turkey 7

New Zealand 10

Argentina 5

Brazil 5

Hong Kong 11

Mobility Index rises slightly to 107

Randstad Workmonitor wave 3, September 2012

Changes

Belgium 6%* 4%**

Mexico 6%**

New Zealand 4%** 11%*

China 6%**

Malaysia 11%*

47

more people actively looking for a job in China, Mexico and New Zealand

Randstad Workmonitor wave 3, September 2012 48

After a slight decline in Q2, the Mobility Index rose from 106 to 107 in Q3 which is the same level as in Q1 of 2012. The % of employees actively looking for a new job is at 12% (11% in Q2, 12% in Q1 2012). After a decline (-5) last quarter, Hong Kong sees an increase in mobility (+11). Mobility also increased in Turkey (+7), New Zealand (+10), Argentina (+5) and Brazil (+5). In New Zealand, there has been a shift from not actively (-11%) to actively (+4%) looking for a new job. In Belgium, people have shifted from actively looking for a job (-4%) to not actively looking for a job (+6%). The number of employees actively looking for a new job has also increased in China (+6%) and Mexico (+6%). In Malaysia, notably more employees are looking for a new job, but not actively (+11%).

Changes

France 6%**

Luxembourg 7%*

Italy 7%* 8%**

Poland 7%*

Sweden 9%**

Turkey 8%**

India 5%**

Hong Kong 7%*

Changes

The Netherlands

3%*

Germany 4%*

Switzerland 6%*

Hungary 4%*

Turkey 6%**

Mexico 5%*

New Zealand 8%**

Malaysia 12%** 4%*

Hong Kong 5%*

Question:

• Suppose you had to look for a new job now with a different employer. Do you think you could get similar work with a different employer within the next 6 months?

• And do you think you could get different work with a different employer between now and 6 months?

Question:

• How great is the risk of you losing your job or that your contract will not be extended within the next 6 months?

• * change in the first category – light blue line

•** change in the 2nd category – dark blue line

confidence about finding a job slightly increased; fear of job loss back to 7%

Randstad Workmonitor wave 3, September 2012 49

confidence in finding a comparable job improved in Italy, Luxemburg and Hong Kong.

Randstad Workmonitor wave 3, September 2012 50

Confidence in finding a comparable or different job is at 69% and 64% respectively and back at the level of Q1 2012. The level of trust has been showing a steady line for two years now (since Q3 2010). After a dip in Q2, confidence about finding a comparable job has increased in Italy, Luxemburg and Hong Kong (all +7%). On the other hand there has been a decline in confidence in Poland (-7%). Confidence in finding a different job has increased in Italy (+8%), France (+6%), Sweden (+9%) and India (+5%). After a rise in Q2, confidence about finding a different job has declined in Turkey (-8%). Significant fear of job loss has increased in Hungary (+4%) and Hong Kong (+5%). There is slightly less fear of job loss in The Netherlands (-3%), Germany (-4%), Mexico (-5%) and Malaysia (-4%). After a decline in Q2 (-9%), moderate fear of job loss has risen in Malaysia (+12%). This is also the case in Turkey (+6%) and New Zealand (+8%).

content

• Chapter 1: key takeaways

• Chapter 2: employee expectations per country

• Chapter 3: mobility

• Chapter 4: satisfaction

• Chapter 5: personal motivation

51 Randstad Workmonitor wave 3, September 2012

satisfaction Europe

Randstad Workmonitor wave 3, September 2012 52

Question: How satisfied are you in general working for your current employer?

Denmark (83%) and Norway (82%) have the highest proportion of (extremely) satisfied employees in Europe. Hungary (44%) has the lowest no. of (extremely) satisfied employees. Employees in Belgium (+6%) and Sweden (+10%) are significantly more satisfied compared with the previous quarter. Employees in the UK (-7%), Turkey (-9%) and Switzerland (-6%) are less satisfied compared with Q2 2012.

Employees in Malaysia are significantly more satisfied (+8%) and employees in Brazil are significantly less satisfied (-7%) compared with last quarter. Countries with the smallest proportion of satisfied employees are: Japan, China and Hong Kong. Countries with the most satisfied employees are: Mexico, India and Malaysia. Canada has the most extremely satisfied employees (35%).

satisfaction world excl. Europe

Randstad Workmonitor wave 3, September 2012 53

Question: How satisfied are you in general working for your current employer?

content

• Chapter 1: key takeaways

• Chapter 2: employee expectations per country

• Chapter 3: mobility

• Chapter 4: satisfaction

• Chapter 5: personal motivation

54 Randstad Workmonitor wave 3, September 2012

Question: To what extent are you focussed on getting a promotion?

Compared with last quarter, employees in Germany (-7%), Poland (-7%) and Turkey (-8%) are significantly less focused on getting a promotion. Employees in Italy, Luxemburg and France are most focused on getting a promotion. Denmark, Norway and Sweden have the highest percentage of employees not focused on a promotion.

personal motivation Europe

Randstad Workmonitor wave 3, September 2012 55

Compared with last quarter, employees in the US (-5%), Mexico (-5%) and India (-7%) are less focused on getting a promotion. On the other hand focus on promotion increased among employees in Argentina (+6%) and Singapore (+8%). Mexican and Indian employees are most focused on getting a promotion. Japanese employees have the lowest focus on promotion.

personal motivation world excl. Europe

Randstad Workmonitor wave 3, September 2012 56

Question: To what extent are you focussed on getting a promotion?

more information

Randstad Holding - Group marketing & communications +31 (0)20 569 56 23 corporate.communications@randstadholding.com Media enquiries Machteld Merens machteld.merens@randstadholding.com +31 (0)20 569 17 32 Research Judith Franssen judith.franssen@randstadholding.com +31 (0)20 569 50 33

Randstad Workmonitor wave 3, September 2012 57