2017年人才成本报告（英文版）_26页-2mb

Cost of Talent 2017 Summary

Core Content

The Cost of Talent 2017 report by Universum is based on feedback from 533,351 Business and STEM students across 29 countries. The survey aimed to understand the salary expectations of graduates and how these expectations vary based on employer size, industry, and gender. The findings provide insights into employer branding strategies and talent attraction.

Main Findings

Salary Expectations by Employer Size

• Macro employers (more than 1000 employees) are expected to pay more than micro, small, and medium-sized employers.
• The largest salary gap between macro and small employers is observed in Spain, where Business students expect 31% more.
• Sweden has the smallest gap, with only a 4% difference.
• Norway, Canada, and Switzerland also show significant differences, with 3%, 5%, and 4% respectively.

Salary Expectations by Industry

• For both Business and STEM students, Financial Services, Aerospace & Defence, and Management & Strategy Consulting are the top industries for highest salary expectations.
• India has the largest salary gap within STEM, with students in the Financial Services industry expecting 1.7 times more than those in Health Care Services.
• Norway and Sweden show lower salary gaps in both Business and STEM fields, indicating relative equality in expected salaries.

Gender Pay Gap

• In all 29 countries, male students in both fields expect to earn more than their female counterparts.
• The smallest gender gap in Business is found in Malaysia, Sweden, and Canada.
• The largest gender gap in Business is in Russia, India, and Spain.
• For STEM students, Sweden, Malaysia, and Singapore have the closest salary expectations between genders.
• The largest disparity is in the Netherlands, Canada, and Indonesia.

Country-Specific Salary Expectations

• Switzerland is the top country for Business students with the highest salary expectations.
• STEM students in Brazil expect 1.3 times more than Business students, with a $5,145 difference.
• In the UK, female STEM students expect $1,349 less than female Business students, and male STEM students expect $524 less.
• In Russia, female STEM students expect $648 less, and male STEM students expect $1,967 less than their Business counterparts.

Key Insights

• Employer size significantly affects salary expectations, with macro employers generally expected to pay more.
• Industry choice also plays a critical role in salary expectations, particularly in India and Brazil.
• The gender pay gap persists across all countries, with male students consistently expecting higher salaries than female students.
• Norway and Sweden stand out for relative pay equality in both Business and STEM fields, which may be linked to strong employer branding and fair wage practices.
• Employer branding should align with salary expectations to effectively attract and retain talent.

Recommendations

• Employers should align their salary offerings with the expectations of their target talent pool.
• Competitive wages are essential for attracting top talent, but overpaying should be avoided.
• Addressing the gender pay gap proactively can enhance employer brand attractiveness and talent retention.
• Investing in employer branding and market research can help identify opportunities and differentiate from competitors.

Conclusion

The Cost of Talent 2017 report highlights the importance of salary expectations in shaping talent attraction and retention strategies. It emphasizes the need for employers to understand and adapt to these expectations based on country, industry, and gender to build a strong and competitive workforce.