To better understand how workers think—and how employers might respond—Kelly Services developed the Kelly Global Workforce Index (KGWI), an annual global survey with nearly 230,000 respondents across 31 countries, three generations, and a multitude of industries and occupations.
The results of the survey provide valuable insight into key areas of the talent equation:
- The Mood of the Global Labor Market—provides a snapshot of how workers feel toward their work and their employers, as well as their intentions in the year ahead and how they expect to fare in the jobs market.
- Active and Passive Job Seeker Engagement—examines the nature of the contemporary job search process from a candidate’s perspective, and the way employers identify “hidden” candidates and connect with them.
- Career Development—looks at worker perspectives on career aspirations, such as the drivers of career goals and career management, as well as the role of employers in fostering skills and career progression.
- Candidate Experience from Hiring to On-Boarding—identifies common pitfalls in the recruitment process that can have a lasting impact on candidate attitudes and worker engagement.
- Worker Preferences and Workplace Agility—canvases key priorities of workers in terms of their skills and compensation, as well as particular features of organizations that attract high-performing talent.
- Employer Talent Quotient—provides a unique analysis that turns the spotlight on employers’ performance for insight into potential improvement and factors that may sway worker sentiment.
Survey respondents extend across three global regions:
- The Americas: Brazil, Canada, Mexico, Puerto Rico, and the United States
- EMEA (Europe, the Middle East, Africa): Belgium, Denmark, France, Germany, Hungary, Ireland, Italy, Luxembourg, the Netherlands, Norway, Poland, Portugal, Russia, South Africa, Sweden, Switzerland, and the United Kingdom
- APAC (Asia-Pacific): Australia, China, Hong Kong, India, Indonesia, Malaysia, New Zealand, Singapore and Thailand.
Survey respondents also extend across three generations:
- Baby Boomers: 1946–1964
- Gen X: 1965–1979
- Gen Y: 1980–1995
Based on the wealth of information captured in this research study, Kelly Services also regularly publishes shorter papers that detail findings on specific regions, industries, generations, and skillsets to deliver targeted insights.
The goal in commissioning and sharing this research is to provide insights that can be used to help shape talent strategies.
This report uses the term “workers” rather than employees because workers can be engaged as direct workers as well as through flexible work arrangements such as temporary, contract, independent contract, project-based, and so on.