Christian Addison, Director
Candidate Behaviour Survey 2024
As part of our commitment to delivering value-added services to our clients, we strive to provide actionable insights that support their recruitment and retention strategies. To better understand this evolving trend in job seekers' priorities, we surveyed a representative cross-section of the 60,000 engineers in our database. The findings offer a fascinating glimpse into the changing mindset of Engineers and reveal a noteworthy transformation in their attitudes towards work. We’re excited to share these insights with you and hope you find them valuable.
Salaries across the UK in multiple sectors have increased over recent years, with employers responding to the rising expectations from candidates due to the cost-of-living crisis. However, new data shows that whilst an attractive salary may initially entice candidates, it is unlikely to retain them in the long term.
This year has marked a significant shift in candidate motivations, with people increasingly focusing on long-term benefits and future growth opportunities.
82% of those surveyed were in work
Of the 82% that were in work, 52% were looking for a new role
42% of people surveyed moved roles in 2024
For people who have left their jobs, the main reason for leaving was
Poor management and not feeling valued | 25% |
Redundancy or lack of stability in their roles | 23% |
Lack of training or progression | 19% |
Shift pattern or needing a better work / life balance | 18% |
Monetary reasons | 5% |
People seeking new jobs have highlighted these as their reasons for wanting to leave
Lack of training or progression | 28% |
Poor management and not feeling valued | 15% |
Redundancy or lack of stability in their roles | 13% |
Shift pattern or needing a better work/ life balance | 12% |
Monetary reasons | 5% |
What could employers do to make employees feel more valued?
Training and progression | 37% |
Improved salary | 20% |
Improved benefits | 15% |
Extra Qualifications | 13% |
If you were not happy in a new role, how long would you wait before moving?
1 month | 16% |
1-3 months | 27% |
3-6 months | 25% |
6 months + | 33% |
How long have people been in their current role?
0 - 6 months | 26% |
7 - 12 months | 11% |
1 - 2 years | 19% |
3 - 5 years | 11.5% |
5+ years | 19% |
What method would be your preferred method of finding a new job?
Specialist recruiter | 25% |
Upload their CV on job board | 23% |
Apply via job boards | 23% |
Search Engine | 17% |
12% |
What does this mean for employers?
1) Focusing on Growth and Retention
Since Brexit, salary has often been viewed as the primary factor when considering a job change. However, this year, the focus has shifted towards training and progression opportunities. This is evident in our survey, where the average rating for salary was 2.99 out of 4. While an attractive salary may initially entice candidates, it is unlikely to retain them in the long term.
In fact, 28% of our survey participants reported changing roles due to a lack of training and limited progression pathways. This shift highlights how candidates increasingly view a competitive salary as insufficient for sustained job satisfaction. To attract and retain top talent, employers must clearly communicate a compelling long-term vision and how each employee adds value.
This trend is further emphasised by the fact that 37% of respondents said they would feel more valued if their employer improved training and progression opportunities. Alarmingly, 52% of those surveyed are currently seeking a new role, indicating that many employers are failing to present a clear and appealing vision for career development.
2) Finding the Right Candidate
Historically, applying directly to job adverts has been the top choice for jobseekers. However, a significant shift has been observed, with 25% now opting to leave the process in the hands of a specialist recruiter. A close second, at 23%, is placing their CV on a job board and waiting to be contacted about opportunities. This raises the question: Is this shift driven by a lack of time to apply for roles online, or do candidates trust recruiters to have a deeper understanding of the company and ensure that the right progression and training opportunities are in place?
3) Mental Health
A notable 15% of candidates cited leaving their jobs due to feeling undervalued, making this the second most common reason for job departures. This sense of being undervalued has had a significant impact on individuals' mental health. With an average rating of 2.82 out of 4 regarding the impact of their work situation on their mental health throughout 2024, it's clear that feeling undervalued plays a major role in both job dissatisfaction and the decision to leave.
Get in touch
If you are interested in the findings of this survey and want to discuss the impact these trends will have on your business, contact Christian Addison, Director of ATA Recruitment on 07787 289 367 or christian.addison@ata-recruitment.co.uk, or complete the form below.
We will also be releasing our annual Engineering Insights Report over the coming weeks, which will convey data gathered from all the placements we have made throughout 2024. This extensive report, together with the feedback from candidates and their employment plans, ATA Recruitment hold the knowledge and expertise to ensure you're ready to face the continuing concern of staff retention.
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