Are Canadian’s overqualified for their positions? Findings from Randstad's latest Global Workmonitor, surveying employees in 32 countries around the world, reveal that 44 per cent of Canadian’s feel overqualified for their job.
According to the results, four out of 10 Canadian employees believe they are overqualified. This is similar to the global average. Globally almost half (47%) of employees currently feel overqualified in their job. The numbers are highest in China (84%), Turkey (78%) and Greece (69%) and lowest in Belgium (28%), Luxemburg (23%) and Denmark (25%).
On the other hand, two out of 10 Canadian employees say they are under qualified for their position. While globally, one in five workers believe they are under qualified for their job. The number of employees who say they are under qualified for their job ranks highest in Italy (47%), Japan (42%) and Chile (41%) and lowest in Hungary (4%), Czech Republic (7%) and Greece (9%).
Additionally, almost half (45%) of Canadian employees see colleagues in a job above their educational level. While four out of 10 see others in a job below their educational level. Employees from Brazil (61%), Hong Kong (71%) and China (65%) believe many of their colleagues work below their educational level. In Argentina, only 18% of employees feel they are under qualified in their own positions but 65 per cent believe many of their colleagues are under qualified for their jobs.
Most of Canadians’ jobs are a good match with their field of study (72%). Two thirds say that colleagues have a job which is a good match with their field of study. Similarly, in Hong Kong (78%), India (82%), Denmark (80%) and Norway (68%) many employees indicate that their job is a good match with their educational background. On the other side of the spectrum, few employees in Japan (37%) and Slovakia (48%), say they are currently in a job that matches with their field of study.
Hanna Vineberg, Vice-President Central Ontario, Randstad Canada says the data suggests that Canadian workers may feel less challenged by their current jobs. “It raises questions about how this will affect employee turnover and retention. Employers who want to keep their best people should be looking for more and better ways to keep them challenged, upwardly mobile and happy,” she says.
“More experience is a good thing, and can likely bring value to your business. But as an employer it’s important to make sure there is room for a person to grow and develop new skills - otherwise they will be bored,” adds Vineberg. “Employers now more than ever should be investing in the skills development and training that their employees value most.”
Vineberg provides some examples for employers when it comes to keeping employees challenged at work. “Your employees are looking for greater variety and more autonomy. Get to know your employees' skills, goals, and aspirations, ask your employees for their input, rotate assignments or combine tasks, or help your employees set enrichment goals,” explains Vineberg. “When employees feel you’re committed to their growth and enrichment, they’ll commit to the organization and its goals.”
For further information contact:
Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233