nigel wright recruitmentconsumer sector salary survey 2012Welcome to Nigel Wright Recruitment’s UK Consumer Salary Survey 2012, which is The first part of the survey focuses on some general points of interest, such as levels of satisfaction, workingspecifically designed to provide you with an insight into the salaries commanded by hours and respondents’ motivation to change jobs. This is followed by discipline-specific analyses of salaries,professionals within this sector. as well as a section dedicated to executive level professionals.Nigel Wright Recruitment has earned a strong reputation within the consumer sector across Europe for CONTACT INFORMATIONproviding a high quality recruitment service that is built upon our industry knowledge. We consider itimportant to continue to bring you relevant, useful information that you can use, in an accessible format. For further information or to discuss your recruitment requirements please contact us on 0191 222 0770 and you will be directed to a consultant specialising in your region. For more information on our services pleaseThis survey has been compiled from the responses of over 2,500 respondents who completed our online visit www.nigelwright.com.questionnaire in the final quarter of 2011/2012 as well as data from our own extensive database of candidates.The survey represents a cross-section of respondents with the following profile:• Location: UK (22%), Denmark (22%), Sweden (13%), Netherlands (11%), Belgium (11%), Norway (11%), France (10%). We also include salary data for Spain, Germany, Switzerland and Italy.• Consumer sub-sector: FMCG, Durables, Media and Digital, Utilities, E-commerce and technology, Retail, Finance and Property, Travel and Leisure, Healthcare and Pharmaceuticals.• Male 73%, female 27%.• Average age: 40.• 96% of respondents work in full-time employment.• 86% of respondents are educated to degree level or above.• 24% have been in their current position less than one year; 39% for between one and three years, 18% for between three and five years and 19% for more than five years.nigel wright recruitment 3
nigel wright recruitmentcontents1. Non-monetary indicators 3. Executive benefits, bonuses and skills 1.1 Weekly hours worked by country 5 3.1 Executive benefit and bonus entitlement by country/territory 191.2 Job satisfaction by job level 6 3.2 Executive skills shortages by country/territory 201.3 Job satisfaction by discipline 7 3.3 Executive qualities needed to be successful by country/territory 211.4 Job satisfaction by country / territory 81.5 Factors influencing a change of roles 9 4. Analysis of salaries in relation to discipline 1.6 Factors influencing a change of roles by country/territory 10 4.1 Executive 221.7 Methods used to search for a new role 11 4.2 Marketing 231.8 Methods used to search for a new role by country/territory 12 4.3 Sales 24 4.4 Operations 252. Salaries, benefits and bonuses 2.1 Average percentage of salary increase received and expected by level 13 5. Contact information 262.2 Average percentage of salary increase received and expected by discipline 142.3 Average percentage of salary increase received and expected by country/territory 152.4 Importance of benefits as part of a remuneration package 162.5 Importance of benefits as part of a remuneration package by gender 172.6 Importance of benefits as part of a remuneration package by country/territory 184 nigel wright recruitment
1. non-monetary indicators1.1 weekly hours workedThis section presents information from respondents from alldisciplines and levels of the consumer sector, on their working hours,levels of satisfaction and the factors that motivate them to change 1.1 – AVERAGE NO. OF HOURS WORKED PER WEEKroles. 53On average respondents work 48.5 hours per week. Forty eightper cent of respondents work between 41-50 hours per week and a 52further 26% work between 51-60 hours per week. 51 50 % OF RESPONDENTS 49 48 47 46 45 44 UK CE EN M K S AY ND AR IU AN ED RW LG NM LA SW FR NO BE ER DE TH NE COUNTRYnigel wright recruitment 5
1.2 job satisfaction by job levelRespondents were asked to rate their level of job satisfaction on thefollowing five-point scale: 1.2 – JOB SATISFACTION BY JOB LEVEL1 = very dissatisfied2 = moderately dissatisfied 45 EXECUTIVE3 = satisfied MANAGEMENT 404 = moderately satisfied NON MANAGEMENT5 = very satisfied 35 % OF RESPONDENTS 30The results show a fairly satisfied workforce in the consumer sector. 25Although there are variations between the strength of respondents’satisfaction, over 70% of respondents at each level of their 20organisations rated themselves as being between satisfied and very 15satisfied. This is encouraging for HR professionals and managers alike.The challenge, then, is to find out why the other 20-30% is dissatisfied 10and what can be done to change this, whilst ensuring that the 5satisfaction level of the rest of the workforce is maintained. 0 D D D D D IE IE IE IE IE SF SF SF SF SF I TI AT TI TI I AT SA SA SA SS SS RY DI LY DI VE E RY AT LY VE TE R DE RA O DE M O M LEVEL OF SATISFACTION6 nigel wright recruitment
1.3 job satisfaction by disciplineInterestingly, respondents working within sales and operations seemto have similar levels of satisfaction, with 83% and 80% respectivelyrating themselves as satisfied to very satisfied in their jobs. Marketing 1.3 – JOB SATISFACTION BY DISCIPLINErespondents are slightly less satisfied, with 77% rating themselves assatisfied and above. 40 MARKETING SALES 35 OPERATIONS 30 % OF RESPONDENTS 25 20 15 10 5 0 D D D D D IE IE IE IE IE SF SF F SF SF IS TI TI TI I AT AT SA SA SA SS SS RY Y DI DI EL VE LY Y T R RA TE VE DE RA O DE M O M LEVEL OF SATISFACTIONnigel wright recruitment 7
1.4 job satisfaction by country/territoryThose working in the Benelux and Nordic regions are more satisfiedin their current roles, than those based in the UK or France. 87% 1.4 – JOB SATISFACTION BY COUNTRY/TERRITORYof workers in the Benelux and 85% in the Nordics were at leastsatisfied in their jobs compared to 83% in France and 78% in theUK. Norwegians (89%) were the most satisfied workers out of the 45 UKcountries surveys. 40 NORDICS BENELUX 35 FRANCE % OF RESPONDENTS 30 25 20 15 10 5 0 D D D D D IE IE IE IE IE SF SF SF F SF IS TI TI TI TI AT SA SA SA SA SS S RY Y DI DI EL VE LY RY T RA TE VE DE RA O DE M O M LEVEL OF SATISFACTION8 nigel wright recruitment
1.5 changing jobs – factors influencing a change of roles internally or externally to another organisationRespondents were asked to select the top three factors that wouldmotivate them to change jobs, both within their current company(internally) and to another organisation (externally). In the consumer 1.5 – CHANGING JOBSsectors, although money is important, the opportunity to gain newskills and experience new challenges are also persuasive factors for 80 INTERNALemployees considering their next move. EXTERNAL 70 60 % OF RESPONDENTS 50 40 30 20 10 0 N E E G ES S N E N IN UR ILL NC IO O IN NG IO TI PL RK T SK LT LA AT CA O LE CI CU O M BA W ER S AL LO W O DI NE T UN E CH PR LE EN GE IF GE IN -L IB M W ER AN AN GA RK EX RE NE FF CH CH FL O D DI W SE EA CR IN INFLUENCING FACTORnigel wright recruitment 9
1.6 changing jobs by country / territory (internal & external combined)It is interesting to see how remuneration is not considered asimportant to employees in the Nordic or Benelux regions as it is tothose based in the UK or France. Europeans in general, also appear 1.6 – CHANGING JOB BY COUNTRY / TERRITORYto favour the opportunity to gain new skills when changing jobs moreso than workers in the UK. In the UK there is more of an emphasis on 90 UKprogression through promotion. NORDIC 80 BENELUX 70 FRANCE % OF RESPONDENTS 60 50 40 30 20 10 0 N N N E S RE G E ES IN ILL NC O O IO IN NG TU TI TI L RK AT SK LA IP CA O L LE SC CU O ER M BA W AL LO W O DI UN NE T E CH PR LE EN GE IF GE M IN -L IB W ER AN RE AN GA RK EX NE FF CH D CH FL O DI SE W EA CR IN INFLUENCING FACTOR10 nigel wright recruitment
1.7 methods used to search for a new roleRespondents were asked to select all methods that they would utilisewhen looking for a new role. As the respondents surveyed weremainly people already known to Nigel Wright Recruitment, it is nosurprise that our website is within the top three methods. 1.7 – METHODS USED TO SEARCH FOR A NEW ROLE 60The key message from these results, however, is that althoughsocial networking is now an integral part of searching for a new job, 50candidates working in the consumer sectors still value the servicethey receive from recruitment companies more so than anything else. 40 % OF RESPONDENTSCandidates are more proactive today yet they still rely on the careeradvice and introductions they receive from recruitment specialists. 30 20 10 0 RS TE S S S ER S S S TE D ET ER E HE IN SI TH E AR SI AN IT AP EB AC AZ O RU BO G SP W TR AG O IN C W PR B IN TS RK RE M JO NE AP R GH O E YE AD TW CT RI O TR W PL NE RE EM EL DI AL G CI NI SO METHODnigel wright recruitment 11
1.8 methods used to search for a new role by country / territoryIt is interesting to see the cultural differences in the methods usedby job seekers from different countries. The French, for example, 1.8 – METHODS USED TO SEARCH FOR A NEW ROLE BY COUNTRY / TERRITORYappear to have a bigger emphasis on using online channels such asjob boards and social networking sites - Viadeo in particular beingpopular. In the UK, despite the increasing importance of social 70 UK NORDICnetworking for job seekers, those in the consumer sectors still value 60 BENELUXtrade magazines such as The Grocer and Food Manufacturer for FRANCEidentifying opportunities. 50 % OF RESPONDENTS 40 30 20 10 0 TE S S S TS ER S DS ES ER HE TE ER IN SI E TH AR SI AN IT AP AC EB AZ O U BO G SP W TR RO CR AG IN W B IN TS RK RE P M JO NE AP R GH O E YE AD TW T RI C O RE TR LW PL NE DI EM AL GE CI NI SO METHOD12 nigel wright recruitment
2. salaries, benefits and bonuses2.1 average percentage of salary increase received and expected by levelThis section presents information from respondents from alldisciplines and levels of the consumer sector on their salaries, benefitsand bonuses. 2.1 – AVERAGE PERCENTAGE OF SALARY INCREASE RECEIVED AND EXPECTED BY LEVELAs part of their last salary review respondents received, on average, a4% increase. Overall, respondents were expecting the same again in 5.0 RECEIVEDtheir next salary review. EXPECTED 4.5 4.0 3.5 3.0 % INCREASE 2.5 2.0 1.5 1.0 0.5 0.0 E T T IV EN EN UT EM M EC E AG AG EX AN AN M M N NO LEVELnigel wright recruitment 13
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