By Business & Finance 
A survey by recruitment consultancy Osborne Recruitment shows that 85% of respondents that start back into work in the new year will be looking for a new job.
The two main reasons for this are striving for a better salary (28%) and a new challenge (20%); completing the top five are promotion opportunities, location and a change of career. Over 25% said that all five were reasons for changing jobs.
73% have been in their role for less than three years, yet 37% of those surveyed are not happy and actively looking for a new role this year. Holding employees back from moving on is a lack of confidence, the risk of moving, not knowing where to start and being unsure of what direction to take.
Over two-thirds of people who took the survey update their CV yearly and over 50% believe they will not remain in their current job sector. Nearly three-quarters (74%) said that training and development plays a very important role in their career while 65% have a five-year plan for their future endeavours.
The CEO of Osborne, Shona McManus, said: “Having time to regroup over Christmas and the opportunities that the New Year brings gives many employees the chance to reflect on the past year and make resolutions and plans for the year ahead. In today’s market, candidates may find it difficult to get clarity and direction on next steps, as there are a number of employment platforms available. 9% of those surveyed have not changed jobs within the last ten years, so for them, finding a new role/company could be extremely daunting. We advise candidates to partner with a career/recruitment expert, to help identify the right job market in their search for the correct role, and to ensure their CV represents their qualifications and experience in the best light.”
The Recruitment & Business Manager at Osborne, Joanne Murray, said: “A career plan is a good way to start the year for any employee. To get started, we advise performing a ‘self-assessment’ or ‘personal audit’, which consists of making a list of skills, abilities and experiences. This will act as a ‘snapshot’ of who they are as an employee and what they can offer. Creating long- and short-term career goals will help the candidate critically assess their objectives and decide on reasonable goals, which they will then list, starting from the long-term goals and working backwards, identifying benchmarks along the path towards their long-term goals.”
