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Recruitment NUEXEC Salary survey results (extract) Job title


Bid Manager Business


Development Director


Business Manager


Commercial Director


Commercial Manager


Minimum South including Midlands


£38,000 £75,000 £50,000 £80,000 £60,000


Maximum South including Midlands


£55,000 £115,000 £79,200 £95,000 £89,950


Benefits / bonus South


Bonus, pension, health, car


Minimum North £35,000


30–50% bonus, car, health, pension £75,000


Bonus, pension, health, car


Bonus, pension, health, car


Bonus, pension, health, car


£50,000 £75,000 £58,000 Maximum North £50,000 £100,000 £85,000 £90,000 £75,000


Benefits / bonus North


Bonus, pension, health, car


30–50% bonus, car, health, pension


Bonus, pension, health, car


Bonus, pension, health, car


Bonus, pension Source: NuExec Consulting


My first question was: What is your key motivator when making a career move?


Whilst 29% of those surveyed said that salary was their key motivator, that left 71% who thought otherwise. Of those, 26% stated career progression and 22% chose ‘Better Company / Company Reputation’.


Interesting findings! So does this prove my theory that salary isn’t the key motivator, and that by valuing the staff you already have, it will lead to a lower attrition rate?


I wanted to dig further, so my next question was: What factors would prompt you to look for a new job?


By now, I’d already established that money was not necessarily the motivator in career progression, so what would it be? It turned out that 95.4% of people surveyed within the UK nuclear industry would look for a new job if they felt undervalued. A worrying 95.3% would look elsewhere for career progression and 87.9% would want to move on if they felt under-challenged.


The survey delivered some powerful figures, all of which clarified what I’ve heard time and time again – that many people in our industry feel undervalued, and that is a key reason why people choose to move on.


So how much does it cost to show a member of your team that they are valued? How much does it cost to make sure they don’t feel under-challenged? And how much does it cost to ensure they have a clear career path for progression? I can guarantee it costs a lot less than recruiting a new person into your organisation.


people are a company’s biggest asset and without them you would not be able to win and deliver your projects


It was all well and good me giving answers to the questions for people to vote on but I wanted to hear what factors were particularly key to them. Following are some of the comments received:


• Location • Management support • Integrity of company


• Development, growth, training and progression


• Project, people and culture • Challenge and job satisfaction • Autonomy


• Able to service clients with minimum red tape


• Fun and enjoyment at work


• How persuasive the head hunter/ consultant is (that has to be my favourite)


• Salary and work/life balance.


Interestingly, only one person said salary! However thinking salary is completely irrelevant is very naive. Although this survey revealed that it isn’t a key factor/reason why people look for a new career, when an offer


comes in the money has to be right. This brings me cutely onto my last question:


What percentage salary increase would you look for when changing roles?


Although not a key factor, 80% of people within the industry said that they would expect a salary rise of between 6 and 20%.


The final part of the puzzle is: What should you be paying your employees?


As mentioned at the start of this article, at the beginning of the year I completed a nuclear salary survey, which is an excellent tool for benchmarking. The survey is split into North and South, although interestingly there isn’t a huge amount of variation in the amount paid between those areas. The table above shows a small excerpt from the survey results.


On a final note, it is so important to remember that people are a company’s biggest asset and without them you would not be able to win and deliver your projects. It can cost a company millions of pounds to have the wrong person in a key role, so look after your employees!


If you’d like to receive a copy of the full survey results, or would like to find out how NuExec Consulting can provide you with the best candidates in the nuclear industry, contact me at:


emmajayne.gooch@nuexecconsulting.co.uk


Words: Emma-Jayne Gooch, NuExec Consulting


NuclearCONNECT


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