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Business Standard
2 days ago
- Business
- Business Standard
India Tops Global Confidence at 93%, Yet Job Satisfaction Trails at 65% says ManpowerGroup Talent Barometer Report 2025
VMPL New Delhi [India], June 27: ManpowerGroup today released its Global Talent Barometer 2025, Volume 1, a robust new tool offering unparalleled insights into workforce sentiment across 19 countries, including India. The results, based on responses gathered from over 1,000 workers across India between March 14 and April 11, 2025, reveals a complex landscape of employee well-being, job satisfaction, and confidence in the rapidly evolving world of work. The overall Global Talent Barometer score of 79% was derived from three key indices: Well-Being (79%), Job Satisfaction (65%), and Confidence (93%). Workers in India report the highest levels of skills and confidence, with 93% expressing confidence in their abilities to perform their jobs; however, this confidence isn't fully translating into job satisfaction or loyalty, with only 65% satisfied in their roles. "India's workforce is brimming with potential - 93% of workers feel confident in their skills, and 97% are comfortable with the latest technologies, including AI, said Sandeep Gulati, Managing Director, ManpowerGroup India and Middle East. Yet, this confidence isn't translating into satisfaction, with job satisfaction lingering at just 65% and daily stress levels at 50%. The disconnect is clear: development, growth, and well-being can't be afterthoughts. If we want to retain talent and unlock performance, we must treat career development as a strategic priority - not a perk. The future of work in India will be shaped by how we empower people, not just how we adopt technology." Workforce Snapshot: Confidence is High, But So Is Stress With an overall score of 79%, the Barometer reflects a workforce in transition. While 93% of Indian workers find their work meaningful and aligned with their values, job satisfaction remains low at 65%, and only 54% feel secure in their roles over the next six months. Despite strong confidence in skills and tech readiness, including AI, stress levels are high--60% report daily stress, with frontline workers (81%) and Gen Z (66%) most affected. INDIA KEY FINDINGS Well-Being: The Stress-Retention Connection While 93% of workers find their work meaningful, 60% still face moderate to high daily stress. Blue-collar workers (100%) and middle managers (95%) report the strongest sense of purpose. Gen Z experiences the highest stress (66%) and lowest support (87%), while essential frontline workers remain the most stressed (81%) with poor work-life balance. Despite this, values alignment between frontline staff and leadership remains strong, with only a small gap (100% vs. 95%). This disconnect helps explain why confident workers are leaving. Meaningful work can't offset burnout - especially when growth is limited, and support is lacking. Job Satisfaction: Stuck in the Middle Gen Z reports the lowest job satisfaction at 29%, with Millennial women scoring even lower at 21%. Job insecurity looms large, with 75% of blue-collar workers fearing job loss in the next six months. Most managers (81%) cite restructuring, economic instability, and AI as top career threats--yet 89% of employees trust their managers to support them. Job satisfaction also ties to location: workers onsite without choice (48%) are less likely to leave, suggesting they feel stuck, while more satisfied remote workers (25%) are likelier to move on, using flexibility to their advantage. Frontline workers face pressure from all sides except Job security. 81% of managers fear job loss within the next six months due to economic instability, restructuring and AI disruption with 40% citing these forces as their top career concern. At the same time, 89% of employees trust leadership, creating tension for those tasked with developing others while navigating their own uncertainty. Confidence: Development as Trust Currency India leads globally in workforce confidence at 93%, fueled by high confidence in skills (97%) and access to the latest tech (94%). Career support remains strong, with both men (90%) and women (89%) reporting equal growth opportunities. Hybrid workers show the highest career confidence (94%), supported by internal mobility. Among industries, Energy & Utilities top the chart with 100% confidence in career opportunities and skills. The data shows a clear correlation between development investment and retention. Workers who report having career development opportunities show 91% confidence and those with clear advancement paths report 89% confidence. Global Workforce Snapshot The latest Barometer, based on responses from over 13,700 workers across 19 countries, shows overall engagement at 68%, up 1 point from last year. While 82% find their work meaningful and overall confidence has risen to 76%, job satisfaction has dipped to 62%, revealing a gap between skills and workplace experience. Job security concerns are growing, with only 65% feeling secure for the next six months--down 6 points. Stress remains high, especially among middle managers (82%) and Gen Z (56%). The Bottom Line: Invest in People or Pay the Price With turnover now costing an average of $18,591 per employee and 65% satisfied and only 38% unlikely to leave voluntarily, the confidence-satisfaction divide is more than a morale issue - it's a business imperative. Companies that fail to invest in their people risk losing them to competitors who do. The Global Talent Barometer has introduced new metrics, including the Well-Being Index, Job Satisfaction Index, and Confidence Index, providing a holistic view of workforce sentiment globally. These innovative indices offer employers unprecedented tools to measure and understand employee sentiment, enabling more effective strategies for talent management and workplace improvement. To view the complete results of the Global Talent Barometer 2025, Volume 1 - India Report and Key Findings, visit: (ADVERTORIAL DISCLAIMER: The above press release has been provided by VMPL. ANI will not be responsible in any way for the content of the same)
The Star
2 days ago
- Business
- The Star
AI's arrival at work reshaping employers' hunt for talent
Predictions of imminent AI-driven mass unemployment are likely overblown, but employers will seek workers with different skills as the technology matures, a top executive at global recruiter ManpowerGroup told AFP at Paris's Vivatech trade fair. The world's third-largest staffing firm by revenue ran a startup contest at Vivatech in which one of the contenders was building systems to hire out customisable autonomous AI "agents", rather than humans. Their service was reminiscent of a warning last month from Dario Amodei, head of American AI giant Anthropic, that the technology could wipe out half of entry-level white-collar jobs within one to five years. For ManpowerGroup, AI agents are "certainly not going to become our core business any time soon," the company's Chief Innovation Officer Tomas Chamorro-Premuzic said. "If history shows us one thing, it's most of these forecasts are wrong." An International Labour Organization (ILO) report published in May found that around "one in four workers across the world are in an occupation with some degree of exposure" to generative AI models' capabilities. "Few jobs are currently at high risk of full automation," the ILO added. But the UN body also highlighted "rapid expansion of AI capabilities since our previous study" in 2023, including the emergence of "agentic" models more able to act autonomously or semi-autonomously and use software like web browsers and email. 'Soft skills' Chamorro-Premuzic predicted that the introduction of efficiency-enhancing AI tools would put pressure on workers, managers and firms to make the most of the time they will save. "If what happens is that AI helps knowledge workers save 30, 40, maybe 50% of their time, but that time is then wasted on social media, that's not an increase in net output," he said. Adoption of AI could give workers "more time to do creative work" – or impose "greater standardization of their roles and reduced autonomy," the ILO said. There's general agreement that interpersonal skills and an entrepreneurial attitude will become more important for knowledge workers as their daily tasks shift towards corralling AIs. Employers identified ethical judgement, customer service, team management and strategic thinking as top skills AI could not replace in a ManpowerGroup survey of over 40,000 employers across 42 countries published this week. Nevertheless, training that adopts those new priorities has not increased in step with AI adoption, Chamorro-Premuzic lamented. "For every dollar you invest in technology, you need to invest eight or nine on HR, culture transformation, change management," he said. He argued that such gaps suggest companies are still chasing automation, rather than the often-stated aim of augmenting human workers' capabilities with AI. AI hiring AI? One of the areas where AI is transforming the world of work most rapidly is ManpowerGroup's core business of recruitment. But here candidates are adopting the tools just as quickly as recruiters and companies, disrupting the old way of doing things from the bottom up. "Candidates are able to send 500 perfect applications in one day, they are able to send their bots to interview, they are even able to game elements of the assessments," Chamorro-Premuzic said. That extreme picture was not borne out in a survey of over 1,000 job seekers released last week by recruitment platform TestGorilla, which found just 17% of applicants admitting to cheating on tests, and only some of those to using AI. Jobseekers' use of consumer AI tools meets recruiters doing the same. The same TestGorilla survey found almost two-thirds of the more-than-1,000 hiring decision-makers polled used AI to generate job descriptions and screen applications. But a far smaller share are already using the technology to actually interview candidates. Where employers today are focused on candidates' skills over credentials, Chamorro-Premuzic predicted that "the next evolution is to focus on potential, not even skills even if I know the skills you bring to the table today, they might be obsolete in six months." "I'm better off knowing that you're hard-working, that you are curious, that you have good people skills, that you're not a jerk – and that, AI can help you evaluate," he believes. – AFP
Forbes
5 days ago
- Business
- Forbes
How To Strategically Use AI To Launch Your Career In 2025
Welcome to the workforce, class of 2025. Here's how to leverage AI effectively in your job search. The class of 2025 should use AI in their job search Landing your first full-time job is an impressive feat at any time, but today it's becoming even more of an accomplishment. Between the current economic uncertainty and the AI-ification of the workforce, the class of 2025 is struggling to find their place in a fast-changing world. A study released today by iCIMS found that although entry-level hiring is up 6% over last year, there are still far too many candidates waiting in the wings. For every entry-level job opening, 36 people applied—compared to 29 applicants per entry-level job opening last year. Gen Z applicants are also dealing with the disconnect between companies' professed skills-first hiring strategies and how they actually hire. iCIMS found that although 95% of recruiters say they use skills-based practices, when assessing entry-level candidates they rank experience (37%) and education (34%) above skills (28%) as the most important factors. Yet for all this, there are still great opportunities out there for persistent job seekers. 'While the job market is highly competitive, graduates who remain adaptable and resilient in their job search efforts can find meaningful opportunities,' says Jake Gomez, Head of NA Vertical Strategy, ManpowerGroup. 'The job market is evolving, not closing, and job seekers must adapt accordingly.' I recently connected with Gomez to discuss the current state of entry-level hiring and how new grads can optimize their chances in a shifting employment landscape. Here's what we covered. 3 major challenges in today's job market Gomez sees three major hurdles that this year's college graduates must overcome to launch their careers. All of this adds up to a growing pessimism as the Class of 2025 surveys its hiring prospects. And it's not all in their heads. 'The job market challenges are evident, coupled with a 1.6% higher unemployment rate for new graduates compared to the current unemployment rate,' says Gomez. 'Even in our just released ManpowerGroup Employment Outlook Survey (MEOS), U.S. hiring intentions declined slightly to 30%, a 4% drop from the previous quarter.' Standing out In today's job market, Gomez estimates that it will take most graduates 4–6 months to find work—and upwards of 8 months for certain degrees. And they'll need to go beyond the basics. 'They need to make themselves relevant and stand out from the crowd,' he says. To help differentiate yourself, Gomez believes you should: 'And network like it's your job because until you find one, it is.' How AI is affecting the job search AI is a two-edged sword: while it can help young job seekers, it can also hurt if overused or not used properly. Gomez points to ManpowerGroup's latest research on AI in the workplace, which shows that 85% of employers now use AI in hiring processes. Most, however, recognize its limitations. One-third (33%) say AI can't replicate ethical judgment, while 31% cite customer service as uniquely human. 'Yet the research reveals a nuance that while AI won't replace people, people who can leverage AI will have more value than people who don't,' says Gomez. 'These findings underscore a growing consensus toward AI as a tool for augmentation, not replacement.' So where can AI be a help, not a hindrance? Where should you be cautious of AI? Gomez says it can often be too generic. 'Overreliance on AI-generated content without personalization can make applications feel unauthentic,' he says. AI may also add skills that don't reflect your actual capabilities. 'This can backfire in an interview if the job seeker can't speak to the skills,' he warns. Finally, it's all too easy to become overly dependent on AI. 'AI can become a crutch and hamper growth in critical skills,' says Gomez. To make the best use of AI in your job search, says Gomez, you should co-create with AI to generate a starting point or framework. 'But you must edit and ensure it reflects your voice,' he says. 'Make sure your answers stay 'you.' Ensure you stay true to who you are, embracing your strengths, values, and interests.' Job searching beyond AI While AI is now a big piece of the employment puzzle, it's not the only tool you can use to get hired. Gomez identifies three key actions you can take to improve your employability: It's true, the current job market isn't an easy one to break into—but the class of 2025 has already achieved so much. 'By focusing on skill development, networking, and flexibility, new graduates can navigate this landscape and find rewarding career paths,' says Gomez. 'And most importantly, control what you can control—your effort and attitude. Don't give up, ask for help, and be kind to yourself and others. 'You will succeed.'
Yahoo
5 days ago
- Business
- Yahoo
APME's Gen Zs: Confident, Supported, But the Most Stressed and Likely to Leave, Finds ManpowerGroup's Global Talent Barometer APME Report
SINGAPORE, June 24, 2025 /PRNewswire/ -- ManpowerGroup today released its Global Talent Barometer 2025, Volume 1, offering unparalleled insights into workforce sentiment across 19 countries. The overall Global Talent Barometer score in Asia Pacific and Middle East (APME) of 66% was derived from three key indices: Well-Being (65%), Job Satisfaction (59%), and Confidence (73%). The report, which gathered data from 3,536 workers across six APME countries and territories between March 14 and April 11, 2025, reveals a complex landscape of employee well-being, job satisfaction, and confidence in the rapidly evolving world of work. "Our latest Global Talent Barometer offers a timely look at how workers across the region are feeling. While confidence in the future remains strong, job satisfaction is not keeping pace," says François Lançon, Regional President, Asia Pacific & Middle East, ManpowerGroup. "Notably, almost a third of workers say they lack opportunities for advancement within their current organizations. This is sending a clear signal: people are looking for more than just a paycheck. They want flexibility, balance, growth, and a sense of purpose. They want to feel supported and empowered to shape their own futures." In APME, almost 4 in 5 employees (78%) find their work meaningful and purposeful, and 69% feel well or fully supported with regards to work-life balance. However, the workforce reports experiencing high daily stress (50%) and low job satisfaction (42%), with the younger generations—Gen Zs and Millennials—feeling the most stressed and dissatisfied. Gen Z reports the highest levels of daily stress (56%) despite 73% of them saying they feel supported with regards to work-life balance. They are also the most likely to change jobs within the next six months (56%). View the full press release and results of the Global Talent Barometer 2025, Volume 1—APME Report and Key Findings, here: About ManpowerGroup ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 70 countries and territories and has done so for more than 75 years. View original content to download multimedia: SOURCE ManpowerGroup Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Sinar Daily
22-06-2025
- Business
- Sinar Daily
AI's arrival at work reshaping employers' hunt for talent
Adoption of AI could give workers "more time to do creative work" -- or impose "greater standardisation of their roles and reduced autonomy. 21 Jun 2025 07:00pm A survey found almost two-thirds of the more-than-1,000 hiring decision-makers polled used AI to generate job descriptions and screen applications. - Photo generated by Sinar Daily PARIS - Predictions of imminent AI-driven mass unemployment are likely overblown, but employers will seek workers with different skills as the technology matures, a top executive at global recruiter ManpowerGroup told AFP at Paris's Vivatech trade fair. The world's third-largest staffing firm by revenue ran a startup contest at Vivatech in which one of the contenders was building systems to hire out customisable autonomous AI "agents", rather than humans. A survey found almost two-thirds of the more-than-1,000 hiring decision-makers polled used AI to generate job descriptions and screen applications. - Photo generated by Sinar Daily Their service was reminiscent of a warning last month from Dario Amodei, head of American AI giant Anthropic, that the technology could wipe out half of entry-level white-collar jobs within one to five years. For ManpowerGroup, AI agents are "certainly not going to become our core business any time soon," the company's Chief Innovation Officer Tomas Chamorro-Premuzic said. "If history shows us one thing, it's most of these forecasts are wrong." An International Labour Organisation (ILO) report published in May found that around "one in four workers across the world are in an occupation with some degree of exposure" to generative AI models' capabilities. "Few jobs are currently at high risk of full automation," the ILO added. But the UN body also highlighted "rapid expansion of AI capabilities since our previous study" in 2023, including the emergence of "agentic" models more able to act autonomously or semi-autonomously and use software like web browsers and email. 'Soft skills' Chamorro-Premuzic predicted that the introduction of efficiency-enhancing AI tools would put pressure on workers, managers and firms to make the most of the time they will save. "If what happens is that AI helps knowledge workers save 30, 40, maybe 50 percent of their time, but that time is then wasted on social media, that's not an increase in net output," he said. Adoption of AI could give workers "more time to do creative work" -- or impose "greater standardisation of their roles and reduced autonomy," the ILO said. There's general agreement that interpersonal skills and an entrepreneurial attitude will become more important for knowledge workers as their daily tasks shift towards corralling AIs. Employers identified ethical judgement, customer service, team management and strategic thinking as top skills AI could not replace in a ManpowerGroup survey of over 40,000 employers across 42 countries published this week. Nevertheless, training that adopts those new priorities has not increased in step with AI adoption, Chamorro-Premuzic lamented. "For every dollar you invest in technology, you need to invest eight or nine on HR, culture transformation, change management," he said. He argued that such gaps suggest companies are still chasing automation, rather than the often-stated aim of augmenting human workers' capabilities with AI. AI hiring AI? One of the areas where AI is transforming the world of work most rapidly is ManpowerGroup's core business of recruitment. But here candidates are adopting the tools just as quickly as recruiters and companies, disrupting the old way of doing things from the bottom up. "Candidates are able to send 500 perfect applications in one day, they are able to send their bots to interview, they are even able to game elements of the assessments," Chamorro-Premuzic said. That extreme picture was not borne out in a survey of over 1,000 job seekers released this week by recruitment platform TestGorilla, which found just 17 percent of applicants admitting to cheating on tests, and only some of those to using AI. Jobseekers' use of consumer AI tools meets recruiters doing the same. The same TestGorilla survey found almost two-thirds of the more-than-1,000 hiring decision-makers polled used AI to generate job descriptions and screen applications. But a far smaller share are already using the technology to actually interview candidates. Where employers today are focused on candidates' skills over credentials, Chamorro-Premuzic predicted that "the next evolution is to focus on potential, not even skills even if I know the skills you bring to the table today, they might be obsolete in six months." "I'm better off knowing that you're hard-working, that you are curious, that you have good people skills, that you're not a jerk -- and that, AI can help you evaluate," he believes. - AFP More Like This
