randstad workmonitor insights: q2 2019.

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Randstad’s global Workmonitor Mobility Index tracks employee confidence and captures the likelihood of an employee changing jobs within the next six months, employee satisfaction and other sentiments to provide a comprehensive understanding of trends in the job market. Here’s a quick look at some of the latest findings. 

what we learned this quarter

there’s little appetite for job change

4 percent of US workers surveyed are actively looking for a job44 percent are not open to new opportunities

workers are satisfied with their jobs 

78 percent are very satisfied with workUS workers rank fifth highest out of 34 countries in terms of satisfaction

STEM careers are highly prized

A majority of employees expressed interest in learning new skills — specifically in areas around STEM — as the realities of increased digitalization and automation set in and cast doubt around the stability of their positions. In fact, 68 percent wish they had chosen a STEM career path if they could go back in time. 

U.S. workers are more optimistic about the future

Globally, 34 percent of surveyed workers expect their job to be automated in the next five to 10 years. But Americans may be much more optimistic. The U.S. ranked 23rd out of 34 countries, with 27 percent of U.S. workers believing their current job will likely be automated. 62 percent believe that their employer should invest more in developing digital skills. 

employer takeaways

  • Job security is still an important factor for many workers today. Start an open dialogue and educate your current workforce on how well your company or team is embracing digitalization. 

  • Identify at-risk workers in advance, and empower them to take on new roles or responsibilities that aren't in danger of becoming obsolete. Lack of career growth also happens to be one of the top reasons that employees choose to leave, so it’s smart to prioritize training and look for upskilling opportunities.

  • Knowing there are more STEM job opportunities than there are job seekers, be proactive in your pipelining and be flexible in your hiring requirements for these roles. Hiring for potential and then investing in workers by training them on your specific software and processes can go a long way. 

For more insights, download the full Q2 report here

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