NPA, The Worldwide Recruiting Network is a recruiter-owned cooperative facilitating split placements between members. Recruiters participating in successful placements were asked to complete a survey to better understand the reason and motivation for candidates leaving existing employers for new employment opportunities. This survey is the resulting data collected from more than 400 successful placements completed in the NPA network during 2012.

1. NPA Global Retention Survey
A survey of candidate motivation for changing jobs
as reported by NPA member recruiters placing the candidate in a new position
April 2013 Release
Copyright April 2013 www.npaworldwide.com

2. About the Survey
NPA, The Worldwide Recruiting Network is a recruiter-owned cooperative facilitating split placements
between members. Recruiters participating in successful placements were asked to complete a
survey to better understand the reason and motivation for candidates leaving existing employers
for new employment opportunities. This survey is the resulting data collected from more than 400
successful placements completed in the NPA network during 2012.
A list of potential reasons for making a change was compiled and grouped into three categories:
• Organizational Reasons
• Job-Specific Reasons
• Personal Reasons
Respondents were not required to offer a reason in each category and the final question allowed for
write-in answers to capture reasons not offered. Each respondent could list multiple reasons for
each candidate on whom they were reporting, which means that totals do not add up to 100%. All
results are shown in percentages.
This is the first annual survey on this topic by NPA, The Worldwide Recruiting Network.
Local Talent…Global Reach. NPA Works.
Copyright April 2013 www.npaworldwide.com

3. Executive Summary
NPA, The Worldwide Recruiting Network initiated a survey of member recruiters making placements of
candidates into new jobs. Each was a change of employers for the candidate resulting from the
efforts of NPA member recruiters in 2012. More than 400 specific placements were queried as a
part of this effort. The following are the highlights of what can be viewed in the accompanying
slides:
• Organizational reasons had the largest impact on candidate motivation for seeking and
accepting new employment as reported by recruiters. 47.9% of respondents mentioned at
least one Organizational item as the cause for change of employer.
• Job-specific reasons were the second most frequently referenced category driving employee
change. 41.5% of respondents mentioned at least one Job-specific item.
• Personal reasons were cited in only 10.6% of responses.
• Compensation was mentioned in just 5.3% of responses as the reason for change.
• The top 3 reasons for change were:
• Seeking Growth/Challenge/Change
• Unsatisfactory Career Progression
• Job Stability Lacking
While the candidates themselves were not interviewed, recruiters typically spend significant time understanding motivation for change to ensure a
successful placement. At the end of a process that may take weeks or months, the recruiter is an accurate source of information to document the
motivations of employees changing of employers.
Local Talent…Global Reach. NPA Works.
Copyright April 2013 www.npaworldwide.com

4. Organizational Reasons for Job Change
As reported by the recruiter placing the candidate in the new position.
A. Desired a smaller/larger
organization A 9.60%
B. Ownership/finances not
B 17.00%
stable/business slow
C. Organizational C 11.70%
direction/strategy concerning
6.40%
D. Training/development D
insufficient 13.80%
E. Company closed/moved E
0.00% 10.00% 20.00%
Local Talent…Global Reach. NPA Works.
Copyright April 2013 www.npaworldwide.com

5. Job-Specific Reasons for Change
As reported by the recruiter placing the candidate in the new position.
A. Too much travel A 5.3%
B. Too many hours/too fast paced
B 2.1%
C. Unsatisfactory relationship with 7.4%
boss/management C
0.0%
D. Unsatisfactory relationship with D
team/co-workers 5.3%
E
E. Unsatisfactory comp/benefits 22.3%
F. Unsatisfactory career progression F
22.3%
G. Job stability lacking G
0.0% 20.0% 40.0%
Local Talent…Global Reach. NPA Works.
Copyright April 2013 www.npaworldwide.com

6. Personal Reasons for Job Change
As reported by the recruiter placing the candidate in the new position.
A. Seeking growth/challenge/change A 48.9%
B. Seeking
B 7.4%
recognition/respect/visibility
3.2%
C. Commute to former job too long C
20.2%
D. Desired new location to live D
18.1%
E. Reduction in force/laid off E
F. Partner transferred 2.1%
F
G. Recent graduate/first job 2.1%
G
0.0% 50.0% 100.0%
Local Talent…Global Reach. NPA Works.
Copyright April 2013 www.npaworldwide.com

7. Factors for Job Change
As reported by the recruiter placing the candidate in the new position.
Reasons Mentioned
60.0%
50.0% 47.9%
41.5%
40.0%
30.0%
20.0%
10.6%
10.0%
0.0%
Organizational Job-specific Personal
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Copyright April 2013 www.npaworldwide.com

8. Top Reasons Reported for Job Change
Reasons Mentioned
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
Local Talent…Global Reach. NPA Works.
Copyright April 2013 www.npaworldwide.com

9. For more information on
NPA member
recruiters, please visit:
www.npaworldwide.com
NPA can be reached at:
+1 616 455 6555
Local Talent…Global Reach. NPA Works.
Copyright April 2013 www.npaworldwide.com