Bespoke Careers Job Satisfaction Survey 2018

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Job Satisfaction Survey


Contents 1

2 3 4 5 6

Bespoke Careers - Satisfaction Survey 2018

Introduction & Methodology Job Satisfaction Work/Life Balance Pay & Benefits Moving Jobs About Bespoke

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01

Introduction & Methodology

Introduction

Methodology

Attracting and retaining staff is a key focus for architecture and design firms all over the world as they compete for the best talent in an ever candidateshort market. But how satisfied are those working in the sector and what really matters to them?

This report was produced by Bespoke Careers based on the survey responses of 564 professionals working across the A&D industry, specifically architecture, (including BIM, landscape & urban design), interior design, architectural & interior products, business support and graphics.

In conducting the first survey of its kind globally, we decided to find out how A&D professionals are really feeling and what matters most to them across four key areas: job satisfaction, work/life balance, pay & benefits and moving jobs.

Bespoke Careers - Satisfaction Survey 2018

In our analysis, we have included regional breakdowns for the UK, US and Australia in particular as these reflect our office locations. Global numbers are, however, representative of all those who participated in the survey.

5


02

Yes I feel valued in my current role

52

%

Percentage of respondents who feel valued in their current role.

50

%

Do you feel valued in your current role?

Job Satisfaction

Bespoke Careers - Satisfaction Survey 2018

54

%

Only 52% of respondents globally feel valued in their role, compared to 54% in the UK, 53% in the US and 51% in Australia. When we look at male/female differences, we can see that generally women feel more valued than men in their current roles and those working in products and BIM.

Globally, only 39% of respondents were satisfied or very satisfied with their career development prospect. The UK was the least satisfied country, with only 34% satisfied or very satisfied, compared to 43% in the US and 44% in Australia. 42% of women feel satisfied compared to only 37% of men.

19% of men not happy with their decision to work in their chosen career path, compared to only 15% of women. Those in Australia much happier with their career path choice, but the UK only 58.2%.

While 66% of respondents do receive an appraisal, only half of that number feel it is worthwhile.

Global

UK

US

Aus

Architecture

51%

Yes

52%

54%

53%

51%

Interiors

51%

No

28%

25%

31%

30%

BIM

60%

Unsure

20%

22%

16%

19%

Products

73%

Business Support

47%

Landscape

52%

What’s the best thing about your job / where you work? The majority of responses centred around the topics of autonomy, quality of projects and designs, flexibility, people they work with/team/ colleagues (most popular). What respondents said: “ Creative, interesting people, flow of ideas and people, frontline sustainability, high quality of projects and clients, nice office.”

team, get my work done, and they trust us. If we work overtime, we also get to take that time off as “comp time” within the same quarter.” “ I work at an architectural firm. The best thing about my job is the wonderful office culture. Everyone is friendly and accepting; people take care of each other here.”

“ Amazing projects, great benefits, big office, social life/strong culture.”

“ Independence, freedom to do a lot of things, great work space, good company to work for, opportunity to work on large and complex projects, never bored, busy almost all the time.”

“ Everything. The trust between colleagues and our employer. The atmosphere, flexibility and support. The flexible schedule. My employer trusts us to work from home. I am not obliged to be in the office, at my desk working by 8 or even 9 am. I communicate my schedule with my

“ The best thing would be the work that the practice is involved in which involves taking on board progressive features with design and exposure to the sectors. Also getting the chance to contribute in social activities encourages me to interact with my colleagues.”

“ Excellent studio, beautiful design. Lovely colleagues, and fantastic location.” “ Flexibility, looking after staff, choosing my hours, not working all night, being valued and challenged, leading rather than just being told what to do.” “ The culture and respect is amazing. As a young designer, it’s nice to be open enough with your manager and peers to try new projects that interest you.” “ The opportunity to help design projects that shape the community where they are based. Additionally, I am lucky to be surrounded by a team of passionate and like-minded professionals who love architecture and its challenges as much as I do. Plus we all love drinking good coffee and wine.”

7


What gives you the most job satisfaction?

02 - Job satisfaction

Are you happy with your decision to work in your chosen career path?

“ When my ideas are actually listened to. Key topics mentioned: achieving targets, appreciation (from management and It is more rewarding to contribute and clients), responsibility and empowerment, to feel valued.” client satisfaction, completing a project, “ Being trusted to take on new endeavours, creative freedom, doing great design knowing I’m valued and appreciated. work, seeing projects being built, “ I love when my clients are wowed. It’s working with fellow team members. fulfilling to not only be recognized for going above and beyond, but also (and even more so) to make another person What respondents said: incredibly happy because you/your “ Creating places that make life better work exceeded their expectations.” for its users.”

Unsure

“ Design excellence, client satisfaction, mentoring young professionals, passing along what I’ve learned over the years to younger people.” “ Opportunity to work on lots of different types of projects, and the chance to be involved in different aspects of the firm, including drafting proposals, going to interviews for new projects, managing a variety of project types, etc. There is never a dull moment!”

21%

Yes

“ Seeing design come to life within a project, and the subsequent community benefits that can be achieved.” “ Designing amazing spaces, engaging with my clients and suppliers, all aspects of the design process from test fit phase to selecting materials and furniture.” “ Getting recognition for the hard work I do and seeing our work being positively received in the public domain.”

Working with a fantastic team, having pride in your work and those whom you work with, effortless work-life balance.

“ A chance to be creative and realise designs. To see how our design improves the current situation / makes a positive difference in people’s lives.”

62%

No

“ Being given responsibility and freedom to design and deliver the projects.”

“ Clients that are very satisfied with the spaces we designed for them. Even after many years.”

18%

Yes I’m satisfied with my career progression prospects in my current role

39

%

Percentage of global respondents who are satisfied or very satisfied with their career development prospects in their current role. UK

US

Aus

Yes

58%

54%

64%

No

19%

22%

15%

Unsure

23%

17%

21% Are you satisfied with the career progression prospects in your current role? 62%

Architecture

51%

Interiors

51%

BIM

60% 19%

Products

73%

Business Support

47%

Landscape

52%

Bespoke Careers - Satisfaction Survey 2018

42

%

19%

Yes

No Unsure

63%

15%

22%

Global

UK

US

Aus

Very Satisfied

8%

8%

8%

10%

Satisfied

31%

26%

35%

34%

Unsure

30%

37%

23%

26%

Dissatisfied

19%

17%

25%

16%

Very Dissatisfied 12%

13%

9%

13%

37

% 9


02 - Job satisfaction

What one thing could your employer do to make your job more satisfying?

Do you currently receive an annual appraisal?

Key topics mentioned: flexible working, greater appreciation/recognition of work being done, better salary, improvements in quality of management, better communication, more autonomy for staff, increased holiday allowance, hire more staff (general feeling of being overworked and underpaid), improved career development.

50%

What respondents said: “ Cut the extent of administrative red tape. Streamline processes and create common platforms (timesheets, invoicing, project management etc.).” “ Reduce workload, reduce pressure, hire more people, better training for juniors so seniors don’t have to support them as much.”

30%

“ Recognise my accomplishments and reward me with more opportunity. Give me the same design opportunities as male peers who have not proven themselves in the ways I have.”

10%

Yes I find they are worthwhile

Yes But I don’t find them worthwhile

No I’d like to start receiving an annual appraisal

Global

Other responses were:

UK

Those who selected ‘other’ gave reasons such as being self-employed, working as a contractor, or still in their probationary period. Other respondents elaborated further with many saying they had informal discussions with line managers but would like more structure and constructive feedback/criticism.

US Aus

Some examples as follows: “ Not regularly, my last appraisal was three years ago.” “ In theory on offer, but it’s my responsibility to organise and I’ve been too busy” “ Very casual and negative.”

Bespoke Careers - Satisfaction Survey 2018

No I’m happy to carry on not having an appraisal

“ No, I only ever get appraised as punishment even if I ask.”

Other

“ Hire more production people. We have a wonderful staff, but we are also very busy and a bit overworked.” “ Although managers are great listeners, they may not be great ‘act-ers’ in that they take longer to action requests. Plus, being in a big, corporate-like setting, younger designers are constantly shuffled throughout projects without notification. It would be nice to be asked if this new type of work interests me or not before being swapped into a new scope.”

“ Give more reasonable deadlines, remunerate more, recognise my hard work and have better support systems in place.” “ Provide a clearly defined path to move upward - to advance financially and professionally.” “ Keep staff busy and engaged. Encourage ongoing development. Ensure staff are valued and not treated like a number.” “ More autonomy and freedom to work in my own style. More trust.” “ Caring about well-being of their staff, and not ignoring mental health issues.” “ More benefits, more acknowledgment of hard work, more social experiences, better location of the office.”

Keep a happy and stable team (low staff turnover) and promote flexible environment (work/life balance).

“ The criticism is becoming overly aggressive and the firm doesn’t follow through with activities i.e. mentoring, training etc.” “ I’m supposed to have one, but it’s never fulfilled by management.” “ Yes, some elements are constructive and others not.” “ Client satisfaction is my appraisal.” “ It’s an ongoing appraisal.” “ Ongoing feedback with line manager.” “ We have had ongoing discussions, but not a formal appraisal yet.”

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03

Work/life balance In terms of holiday allowance, US respondents receive significantly less annual leave than their global, UK and Australian counterparts, with the majority (43%) receiving less than 15 days. In the UK, 78% receive between 20-25 days. Despite this, satisfaction levels in the UK and US remain fairly similar at 42% and 41% respectively, although both countries still had 26% who feel dissatisfied with their current allowance. Respondents in Australia were much happier with their holiday allowance – 48% being satisfied or very satisfied. Satisfaction levels between the sexes vary with 43% of men satisfied or very satisfied with their holiday entitlement compared to only 37% of women, and yet more females (60%) than males (51%) took all of their holiday allowance last year. Those working in Australia are the most satisfied at 44%, compared to 42% in the UK and 41% in the US.

Bespoke Careers - Satisfaction Survey 2018

Working from home still appears to be something that is not that common in the sector, but it is more common in the US than it is in the UK or Australia – with 59% and 51% of respondents respectively never being able to do so, compared to 68% in the US who are sometimes or regularly allowed to. A huge 80% of global respondents work late/weekends more than once a quarter, with 33% of those doing so more than once a week. Not surprisingly, overall satisfaction levels with work/life balance are not that high, with only 42% of those surveyed satisfied or very satisfied. Regularly working late/ at weekends, not taking full holiday allowance and not being permitted to work from home could all be contributing factors towards this.

In your current job, how much annual leave are you entitled to (excluding public holidays)?

Global

UK

US

Aus

Less than 15 days

19%

4%

43%

14%

15 – 19 days

19%

7%

30%

20%

20 – 25 days

50%

78%

20%

55%

26 – 28 days

6%

8%

4%

6%

28+ days

5%

3%

3%

5%

How satisfied are you with your current holiday entitlement?

55

%

Global

UK

US

Aus

Very Satisfied

11%

12%

12%

9%

11%

8%

Satisfied

33%

30%

29%

39%

31%

29%

Indifferent

23%

21%

17%

29%

20%

22%

Dissatisfied

23%

26%

26%

18%

20%

28%

Very Dissatisfied

10%

12%

15%

5%

17%

12%

Percentage of respondents who took all of their annual leave allowance last year.

In the last year, how much of your annual leave entitlement did you take?

Global

UK

US

Aus

All of it

55%

71%

45%

52%

51%

60%

I had a few days I didn’t take

22%

23%

26%

17%

23%

21%

Half of it

11%

2%

15%

14%

12%

10%

I had a lot of days I didn’t take

6%

3%

8%

7%

8%

4%

None of it

6%

1%

6%

10%

6%

5%

13


03 - Work life balance

In your current role, are you permitted to work from home? Global

UK

US

Aus

Regularly

12%

7%

9%

18%

Sometimes

39%

35%

59%

31%

Never

48%

59%

31%

51%

12

%

Percentage of respondents who are regularly permitted to work from home.

How often do you work late / weekends? Global

UK

US

Aus

More than once a week

33%

31%

32%

35%

33%

34%

Once a week

22%

21%

26%

22%

20%

24%

Once a month

25%

25%

30%

22%

28%

23%

Once a quarter

8%

9%

9%

7%

8%

9%

Never

9%

11%

3%

11%

7%

9%

04 Pay and benefits

How satisfied are you with your current work/life balance? Respondents in the US receiving an annual bonus far more than their UK or Australian counterparts.

Global

UK

US

Aus

Very satisfied

12%

11%

10%

14%

10%

13%

Satisfied

30%

34%

33%

27%

31%

31%

Indifferent

18%

15%

15%

20%

18%

18%

Dissatisfied

25%

26%

28%

24%

25%

26%

Very Satisfied

14%

13%

13%

15%

16%

12%

Bespoke Careers - Satisfaction Survey 2018

The majority of men (43%) and women (48%) are dissatisfied or very dissatisfied with their current overall salary package. However, there is a bigger difference when asked if they feel their current salary package is fair for the work they do – the majority of men (41%) feel their salary package is fair or very fair, compared to the majority of women (45%) who feel it is poor or very poor.

Interestingly, more women (54%) than men (50%) received a salary review in the last 12 months and a massive 64% of women received a salary increase, compared to only 51% of men. Surprisingly, women also seem to be more comfortable with asking their employer for a pay rise, as are those working in the States. Globally the three most ‘popular’ benefits that workers receive are private healthcare, pension and company social events and there is a real mixed bag across the regions of how satisfied respondents are with their current benefits packages, but overall women (51%) are more dissatisfied than men (39%).

15


04 - Pay and benefits

Have you received a salary review in the past 12 months? Do you currently receive an annual bonus? Global

UK

US

Aus

Yes

42%

46%

62%

21%

43%

42%

No

58%

54%

38%

79%

57%

58%

Yes

No

Yes

No

Yes

No

Yes

46%

54%

46%

54%

42%

58%

49%

51%

Global

How do you feel about your current overall salary package? Global

UK

US

Aus

Very satisfied

6%

6%

4%

7%

4%

7%

Satisfied

29%

27%

31%

30%

31%

28%

Indifferent

19%

22%

16%

15%

21%

17%

Dissatisfied

34%

34%

35%

35%

29%

37%

Very Satisfied

13%

10%

13%

13%

14%

11%

UK

US

50

%

Aus

56

%

Yes

Have you received a salary increase in the past 12 months?

47

%

Percentage of global respondents who are dissatisfied or very dissatisfied with their overall salary package.

No

Yes

No

Yes

No

Yes

No

Yes

42%

58%

43%

57%

38%

62%

42%

58%

Global

Do you feel that your current salary package is fair for the work you do? Global

UK

US

Aus

Very fair

7%

6%

7%

8%

5%

8%

Fair

32%

30%

30%

34%

36%

29%

Neither

19%

22%

12%

19%

20%

18%

Poor

31%

34%

37%

24%

28%

32%

Very poor

12%

8%

14%

15%

11%

13%

Bespoke Careers - Satisfaction Survey 2018

No

UK

US

Aus

63

%

51

%

Yes

17


04 - Pay and benefits

How do you feel about your current benefits package? Would you feel comfortable asking your current employer for a pay rise? Global

UK

US

Aus

Yes

45%

42%

52%

45%

No

26%

26%

19%

29%

Unsure

29%

33%

29%

26%

47

Yes

%

43

Global

UK

US

Aus

Very satisfied

8%

9%

12%

5%

5%

3%

Satisfied

24%

23%

32%

20%

21%

20%

Indifferent

28%

26%

24%

31%

35%

25%

Dissatisfied

25%

29%

25%

24%

23%

31%

Very dissatisfied

15%

14%

8%

21%

16%

20%

%

Which benefits do you currently receive?

51

%

Global

UK

US

Aus

Private healthcare

14%

9%

26%

1%

Life insurance

10%

7%

19%

2%

Pension

13%

25%

4%

6%

Subsidised gym membership

4%

5%

4%

3%

Cycle to work scheme

5%

12%

1%

2%

Employee assistance programme

4%

3%

3%

6%

Flexible working arrangements

11%

7%

9%

20%

Working from home

9%

5%

7%

16%

Travel assistance (i.e. season ticket loan / commuter benefits/ parking)

4%

5%

6%

2%

Childcare assistance

1%

3%

0%

1%

Company crèche

0%

0%

0%

0%

Enhanced maternity / paternity pay

2%

2%

2%

2%

Sabbatical

1%

2%

1%

2%

Company social events

18%

15%

15%

23%

Car allowance

2%

1%

2%

5%

None of the above

3%

0%

1%

8%

What is the one thing you would like your employer to add/change about your current benefits package? Key topics mentioned: healthcare, pension / 401k contribution, bonus, flexible working / working from home, improved maternity/paternity leave, more benefits generally to be offered, (some respondents not receiving any at the moment), increase in holiday allowance. Some were happy with their current benefits package and didn’t require anything else to be added. What respondents said: “ More time off in lieu or paid overtime. I regularly work 60+ hour weeks, including weekends. Constantly sacrificing my life for work sucks.” “ Benefits at our current company are archaic and the total revamping is needed in order to keep pace with most of the competitors or companies that compete for the talent that we are after.” “ If we had a maternity/paternity leave policy, it would make a huge difference.” “ Make working from home not so taboo.”

Bespoke Careers - Satisfaction Survey 2018

Percentage of female respondents who are dissatisfied or very dissatisfied with their current benefits package.

“ We are allowed to work from home, but it is definitely preferred you be in the office unless something is preventing you from being there. I wish this was more lenient.”

“ Health insurance to be subsided and the option to purchase additional annual leave or not have to take annual leave over the Christmas period for as long as is required.”

“ Nothing - it’s all good.”

“ Flexibility - working from home, time in lieu for overtime.”

“ My employer previously contributed to our 401(k) plans but stopped a couple years before my tenure began. It would be helpful and would probably incentivize more of my colleagues to join if the firm re-established its contributions.” “ Recognise work from home - not expect the work to still be completed then dock leave for not being in the office (which is global, not just me).” “ Allow for actual flexible working hours to attend events like my kids’ school plays etc.” “ Flexible working / working from home, increasing annual leave from statutory minimum.” “ Clarity as to what is available as soon as you start. Some benefits only begin after one year’s employment.”

“ Actually look after the employees. Architectural companies still make huge profits, but people rarely get a bonus or many other benefits that working in other professions would get you.” “ Ability to work from home.”

I would like them to match our pension / 401k plan (they do not). I would like them to find more affordable health insurance deals.”

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05 Moving jobs

A large percentage (45%) of global respondents are planning on moving jobs in the next 12-18 months, but when we look regionally, a greater percentage of those in the UK (52%) are thinking of moving compared to the US (39%) and Australia (42%). Men (50%) are also more likely to move jobs than women (41%).

Do you plan to move jobs in the next 12-18 months? Global

UK

US

Aus

Yes

45%

52%

39%

42%

No

27%

21%

28%

35%

Unsure

27%

28%

33%

23%

Percentage of respondents who plan to move jobs in the next 12-18 months

Percentage of males/females looking to move roles in the next 12-18 months

50

%

Globally, pay increase (17%), career progression prospects (16%) and work/life balance (17%) are the three most important factors to respondents when looking for a new job. More locally, this is mirrored in the UK and Australia, however, in the US, flexible working is the third most important factor.

When asked about the main reason for wanting to move jobs, salary (35%) and lack of career progression (24%) were the main reasons given and are consistently the top two reasons across all regions.

Yes Architecture

45%

Interiors

48%

BIM

63%

Products

11%

Business Support

57%

Landscape

48%

No Architecture

31%

Interiors

20%

BIM

25%

Products

56%

Business Support

19%

Landscape

19%

Unsure

41

%

Bespoke Careers - Satisfaction Survey 2018

45

%

Architecture

24%

Interiors

32%

BIM

13%

Products

33%

Business Support

24%

Landscape

33%

21


05 - Moving jobs

Global

UK

US

Aus

Salary

35%

36%

43%

29%

Lack of career progression

29%

27%

30%

33%

Difficult line manager

5%

3%

4%

6%

Difficult colleagues

0%

0%

0%

1%

Don’t like the company culture

8%

8%

7%

6%

Lack of responsibility/project ownership

5%

4%

6%

6%

Lack of training and development

4%

7%

0%

3%

Limited flexible working options

2%

2%

1%

2%

Long commute

3%

6%

0%

2%

Long working hours

9%

8%

9%

13%

Top 3 answers

Top reasons for moving jobs

If yes, what is the main reason for you wanting to move jobs?

47% 25%

Lack of career progression

31% 30%

9%

Don’t like the company culture

13%

Salary

United Kingdom

What are the 3 most important factors to you when looking for a new job?

United States

Australia

Career progression prospects

17%

Pay increase

20%

Work-life balance

18%

Pay increase

16%

Career progression prospects

16%

Career progression prospects

17%

Work-life balance

16%

Flexible working

13%

Pay increase

15%

1% Interesting projects / quality of work 1% Corporate social responsibility 2% Work from home 3% Holiday allowance

17% Pay increase

3% Benefits package 2% Bonus 5% Flexible working 5% Company reputation

17% Work/life balance

5% Commute time 1% Promotion/increased responsibility

6% Training and development

Pay increase

18%

Work-life balance

18%

Career progression prospects

16%

Pay increase

17%

Work-life balance

15%

Career progression prospects

14%

16% Career progression prospects

12% Company culture

Bespoke Careers - Satisfaction Survey 2018

23


06

About Bespoke We are a specialist recruitment agency dedicated to connecting jobseekers with employers in architecture and design. Set up by trained architects and designers with industry experience in practice – we really do understand our industry and care about the people who work within it.

Bespoke Careers - Satisfaction Survey 2018

Established nearly 15 years ago, we recruit for high-profile design firms locally and internationally and have offices in London, Sydney, Melbourne, New York, Los Angeles and Brisbane.

We recruit across permanent and temporary assignments, from entry level appointments through to strategic/leadership roles, across the following areas globally: Architecture Interior design Business support (including HR, marketing, IT, finance and admin)

A&D products and sales BIM specialists Strategic appointments Landscape & urban design Graphics & CGI

Ways to hire Permanent hires

Contract/temporary staffing

Retained search

Whether you are seeking to expand your current team or make a succession hire, we are best placed to help. With a global database of over 90,000 pre-screened candidates and an extensive network of top-tier contacts, Bespoke Careers can assist you with your search for the best professionals within the architecture and design industry – finding the right fit for your business.

If you need a temporary specialist, or require staff for a particular project, then Bespoke Careers can help. Our extensive network of pre-screened candidates is flexible and we’re confident that we can provide shortterm staffing solutions to meet those deadlines. We provide you with the temporary worker, handling all of the payroll and taxes etc, and you simply receive an invoice. We can also offer temp-to-perm solutions which gives you the flexibility to test new employees on the job and determine if they are the right fit for your business, minimising any risk before committing to a full-time hire.

Our retained search platform is designed for those highly sensitive strategic appointments which are harder to source and fill, such as principals, design leaders, technical directors, CFO, etc. Many people looking for their next strategic move will be doing so with the utmost discretion. We only work on a small number of retained searches at any one time – by paying a small retainer fee upfront, we will actively source people within our networks, identifying the most suitable candidates in the industry for your role.

25


06 - About Bespoke

The Bespoke way Our clients benefit from a totally unique service for the following reasons: Our consultants are trained architects & designers. Our consultants have the advantage of having trained and worked in the industry they recruit for; this means they have an unrivalled passion for, and understanding of, our clients’ hiring needs and our candidates’ career aspirations. This experience allows us to assess strengths and weaknesses accurately when reviewing portfolios and to make informed judgements when matching candidates to our clients’ requirements.

Our candidate database is unrivalled. With over 100,000 pre-screened candidates on our global database and extensive networks from our time in industry, we really are best positioned to find you the highest quality talent for your roles. Every candidate we put forward has been interviewed and their portfolio reviewed – this means that when we introduce potential candidates to you we will have already met them and will have a solid understanding of their career to date and their aspirations moving forward. We never send out a CV without a candidate’s permission, meaning you only receive the best quality CVs from people who want to work for you.

We send our clients detailed interview notes. These include detailed notes about the applicant’s career aspirations, design ability and technical knowledge. These are then sent with the candidate’s CV and work samples, giving our clients a thorough understanding of the applicant’s expectations as well as their creative, technical and communication skills.

We have a dedicated video conferencing suite. We have a dedicated international interview suite fitted with webcam facilities where candidates can have a one-to-one interview with clients anywhere in the world, providing the client has a similar facility in their office.

Above and beyond just a recruiter. Along with finding great talent, we can give you advice including salary benchmarking, restructuring, market updates, international insights and how to come up with a great benefits package for your staff. Our passion for the design industry means we immerse ourselves in industry events and regularly provide CV and portfolio surgeries to support up-and-coming talent in our industry.

We can test applicants’ Revit/AutoCAD/ Microstation/ArchiCAD/Adobe skills. We have a long-standing contract with Knowledgesmart Ltd, the leading skills assessment software testing organisation, which allows us to assess candidates’ skills. Once we’ve interviewed candidates, they are directed to our in-house testing suite where they undertake an assessment. This allows us to provide our clients with a percentage result and a detailed report which outlines areas that could be improved with training.

Bespoke Careers - Satisfaction Survey 2018

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