AG

E

Under 25

18%

30%

33%

16%

3%

26 - 34

35 - 44

44 - 55

Over 55

YEARS IN ATLANTA

26%11 - 20 years

17%4 years or less

14%11 - 20 years

43%+ 20 years

70% MEN 30% WOMEN

GENDER

EMPLOYMENT

YES NO75% 16% *6% said they freelance with

a workload and 3% freelance with no current workload

Under $30,000

$31K - $50K

$51K - $75K$76K - $100K

$100K +

INCOME

12%

14%

21%

21%

32%(if employeed)

INDUSTRIES

Finance 28%

Other* 26%

Technology 13%

Healthcare 11%

Human Resources 5%

Real Estate 4%

Administrative 4%

Business 4%

Marketing 2%

Insurance 2%

Legal 1%

Several hundred members of the Atlanta workforce polled, primarily in the technology or finance field, completed this inaugural Employment Pulse survey in April 2015. ExecuSource emailed 12,000 individuals with a link to the survey.

These emails were pulled from a database of individuals who have submitted a resume to ExecuSource within the past five years.

193

82

NO, I don’t feel reassured that my employment is secure

THE SURVEY ANSWERSFACTORS LACKING IN THE WORKPLACE?

YES NO57% 22% 21% said they are not sure

COMPENSATED MONETARY FAIRLY?Do you feel as if most people you know are compensated in monetary terms fairly?

COULD MANAGER USE MORE TRAINING?Do you feel as if most people you know believe that their manager could use more training?

YES NO77% 11% 12% said they are not sure

Do most people you know feel as if any of

the below factors are lacking in their work-

place? (Check all that apply)

67% Monetary Compensation

47% Motivated Employees

52% Strong management

52% Career Mobility

44% Flexible schedule

43% Training

43% Recognition of Contributions

to team

37% Benefits, such as healthcare and

paid time offRx

How would you rank your engagement at work, with engaged

meaning enthusiastic about and committed to your workplace?

ENGAGED AT WORK?

52% I am engaged

30% I am Neutral

18% I am actively disengaged

Do you feel as if your employer is committed to you?

EMPLOYER COMMITED?

YES, My employer makes me feel as if my employment is secure

I feel my employer is somewhat committed to me

53%

27%

20%

Do you agree with this statement?

19% I strongly agree with that statement

33% I somewhat agree with that statement23% I feel neutral toward that statement

16% I somewhat disagree with that statement9% I strongly disagree with that statement

MY VALUES ALIGN WITH MY COMPANY?

In your workplace, do you feel as if your voice is

heard and that your opinion matters?

MY VOICE HEARD & MY OPINIONS MATTER?

YES24%

NO42%

SOMETIMES34%

Which of these statements is most true

regarding career movement and upward

mobility at your place of employment?

10% There is presently ample upward mobility at my place of employment

29% There is career movement, but it is difficult to attain29% There is minimal career movement

32% There is almost no career movement

CAREER MOVEMENT& UPWARD MOBILITY?

Do you believe that you are improving at your job and building your overall employment skill set?

47% I am improving at my job and building my overall employment skill set25% I am improving at my job, but am not improving my overall skill set

13% I am not improving at my job, but I am improving my overall employment skill set15% I’m not improving at my job nor am I building my overall employment skill set

IMPROVING & BUILDING EMPLOYMENT SKILLS

If you are not currently employed, are you actively

looking for employment? Please skip if you are

currently employed.

I am looking for employment

I am not actively looking for employment

I’m doing some, but I could be putting forth more effort

UNEMPLOYED & LOOKING?

YES77%

NO14%

SOME9%

If you are currently employed, which of these

statements do you most agree with? Please skip if

you are not currently employed.

I am actively looking for a new job

I am interested in changing jobs right now, but I am not

actively looking for a new job

I am not interested in changing jobs right now

EMPLOYED & LOOKING?

YES46%

NO21%

NO14%

I am not actively looking for a new job, but I am not actively disengaging myself from any

job opportunitiesYES19%

Do you have any plans to move away from Atlanta in the next year?

I have plans to move away from Atlanta in the next year

I do not have plans, but I am not opposed to the idea

I do not have plans to move away from Atlanta in the next year

MOVING AWAY FROM ATLANTA?

14%YES

51%NO

35%NO

Would you consider moving away from Atlanta for either of these

reasons: You are employed and a job opportunity arose with a salary

that is similar to your current salary -OR- You are unemployed and a job

opportunity arose with a moderate salary

WOULD YOU CONSIDER MOVING IF....?

I would strongly consider moving

26%

I would potentially consider moving

29%

I would most likely not consider moving

25%

I would definitely not consider moving

20%

WHO ANSWERED THE SURVEY?

ATLANTAJOB MARKET SURVEY& RESULTS

2015Editon

WHAT’S LACKING IN THE WORK-PLACE?

- Importance of employees believing that managers have

proper training

Every company wants its employees to believe in the culture, strategy and mission of the organization. To get to that point, the challenge resides with the leadership to promote commitment from the employees. Employees want to see stability and confidence amongst the lead-ership base. Seeing where the organization is going and how to get there will permeate throughout and incite loy-alty and buy-in. As a result, the ‘manager’ is phasing out and being replaced by the ‘engaged leader’ – someone who is going to be animated, involved and vocal to help the team improve and overcome every day. Leaders who have been trained, experienced and conditioned will help bring about the necessary belief system to build the business in a healthy way.

- Fair compensation in the workplace

Compensation is all about value: what value a resource can bring and how that value will translate to growth and revenue. In order to attract top quality talent to your organization, market value compensation is criti-cal. The shift in the market means desirable candidates are looking at a number of factors when evaluating a new company. Compensation is right at the top of the list. Conversely, in is important to maintain awareness around market value to keep your best resources from jumping ship. How are you attracting the top personnel in your field and what are you doing to keep them? It is imperative that leaders understand the market value for resources (especially sales) to stay competitive for the highest quality talent.

EMPLOYEES’ RELATIONSHIP WITH THEIR EMPLOYER...

- How employers can improve employee engagement, why

it’s important to have high employee engagement

“Employee engagement” means that employees/ team members feel that their contribution matters to their

employer as part of everyone’s innate desire to build something bigger than themselves. The first step to a high level of employee engagement is building a clearly defined culture, where people are hired based on skills and cultural fit. If you have defined who you are, hired and developed staff along those lines, and made a com-mitment to recognizing the contributions of individuals to the good of the organization - your staff will feel more engaged and the business will likely have less turnover.

- How employers can show they’re committed to their

employees, how to “hear” their employees, how to better

demonstrate career mobility

So many companies want to “tell” their staff what they are going to do but few truly “ask” about the aspirations of their employees. This is ineffective communication. Any one-sided dialogue leaves one party left unheard and often disenfranchised. From the start of the interview process, ask what is important to the individual – person-ally and professionally. Talk to the job candidate about how their desires compare and contrast with the culture and direction of the company. This fosters an honest, transparent dialogue, which can provide a more benefi-cial long-term relationship for both the employee and the employer.

- How employees can build their skill set

Employees should always strive to work for an organi-zation that values and provide opportunities for learning and continued education. Ask questions that allow you to determine if a company invests in their employees. During an interview with non-HR/talent employees, ask the individuals interviewing you about their experience with the company. If you hear consistent responses that indicate training and promotion are not part of that com-panies’ culture, then move on. Don’t think that you will be the exception to the rule.

The Employment Pulse survey debuted in 2015 as a yearly survey intended to discover more about Atlanta employees’ sentiment, engagement and outlook. The goal of the survey is twofold:

• To assist job candidates, employers, economists, the media and others in understanding the state of Atlanta’s job market, upcoming employment trends

• For employers to learn what employees are looking for in a workplace, and also to hear what employees are saying about their environments

Since 1998, ExecuSource has placed more than 5,000 accounting, finance and IT professionals with over 200 mid-sized to billion dollar organizations in Atlanta. ExecuSource was recently named to the Atlanta Business Chronicle’s Pacesetters list, a list of the 100 fastest-growing companies in Atlanta.