Are Australian candidates amongst the "most demanding" in the world?

A survey of six advanced countries (Australia, United Kingdom, USA, France, Germany and the Netherlands) undertaken by HR Software company; Success factors has turned up some interesting results.

For example the survey revealed that over 80% of Australian candidates requested benefits beyond what they were originally offered by future employers and that they were most likely to ask for: Flexible working hours (59%), higher pay (54%), training (44%) and flexible working locations (31%). Australians were more likely to ask for flexible working conditions than those in other surveyed countries. Approximately 70% of the requests were granted, which means that candidates have a high probability of success with their requests. 

The survey also found that employers are more likely to grant candidates non-financial requests. With 71% allowing additional training, 63% flexible working hours, 55% flexible job locations and 46% a hiring bonus, followed by 45% for higher pay. Typically the most likely pay increase granted was between 5% to 20% (78%). Australia was the least likely (along with France) to grant, just 12% of the time, a pay increase over 20%.

Across all countries surveyed; woman are more likely to ask for flexible working hours (50%) and flexible working locations (40%) whereas men tend to ask for higher pay (45%), a hiring bonus (43%) or a higher job title (39%). Women want flexibility, Men want money and prestige.

The survey also found that differences were greater across generations than sex, with Generation X being the most demanding, which is interesting given the attention given to the needs of Generation Y in the popular Press. Baby Boomers were the least demanding by a long shot with just 12% (the highest figure in their group of parameters) asking for additional leave. Generation X asked for higher job titles (49%) than Generation Y (24%) and the Boomers (6%). Similar figures were recorded across the generations for: Pay, Bonuses, and Flexible working hours. It was only in training that Generation Y (40%) exceeded Generation X (17%) and the Baby Boomers (2%). 

Across the range of parameters Baby Boomers were very modest in their demands, meaning that they were probably just grateful to get a new job. Generation X would appear to be well within the sought after sector of the employment market, to be able to demand and largely achieve their requests. Whilst Generation Y are still in the experience accumulation phase of their careers.
A conclusion to be drawn from this survey is that no matter the age or sex of employees, there are significant differences in what individual candidates aspire to in seeking employment compensation and that every negotiation with a new employee needs to be individually tailored.
 

Plain packaging for all tobacco products sold in Australia

posted by Employment Innovations on November 20th, 2012  Posted in Blog

Next month sees the start of plain packaging laws for all tobacco products sold in Australia. From December all tobacco must be sold in olive green plain packets featuring no commercial logos. Australia is the world’s first to try this approach to stamping out smoking; but we wonder how much further this fight can go and whether the workplace will now become the new frontier?

Even though Australia’s public health insurance program does not discriminate against smokers there is increasing appetite for this to change. The annual Private Health Insurance Report conducted by CoreData suggests that most Australians think those who lead unhealthy lifestyles should pay more for private health insurance; their survey of 1213 people reported 73% agreeing on higher premiums for smokers.
So, should Australian employers follow suit? Whilst we are at the forefront when it comes to tobacco packaging, further advances in policies and attitude are occurring overseas.

In the US, some employers have already taken initiative in the face of rising health insurance premiums; ProMedica, owning several hospitals in Michigan and Ohio, only hire employees who pass a pre-employment nicotine screen. This policy was implemented back in January 2011 and is still going strong. There is, however, a clear financial incentive because US employers typically cover the cost of employee health insurance. Other US organisations have also implemented smoking cessation programs followed by zero tolerance, demanding increased health standards from employees and even random drug and nicotine screenings.

Only 29 US states have legislation in place to protect employees’ use of tobacco from becoming a condition of employment, but for many employers, it remains a grey area. Whilst it is not a requirement to permit smoking breaks on or off the work premises, prohibition can be a gateway to intrusion of privacy and even discrimination.

Starting Out and Staying Ahead in the Career Race

This presentation gives you tips on what to do when applying for a job...