one in three employees will switch jobs after less than two years Survey results from recruitment specialist Hays have revealed that one in three people expect to stay in their next job for less than two years. The 3,774 respondents completed an online survey in Hong Kong, the mainland, Australia and New Zealand in September. In response to the question 'How long do you expect to stay in your next job?', 31.5 per cent of the respondents indicated that they would stay with their next employer for less than two years, 27 per cent said two to four years and 41.3 per cent said four years or more. General manager of Hays Hong Kong, Emma Charnock, said the results showed that a significant percentage of candidates valued their mobility. 'Most respondents expect to stay more than two years with their next employer. Of these candidates, two in five will stay longer than four years. 'Given the current demand for talent, this figure might serve to reassure employers that they are still able to retain staff long term and groom them into management positions,' she said. However, Ms Charnock said the obvious question was whether the employees who wanted to stay were the ones employers wanted to retain. 'Active retention plans are still a necessity for employees who add value to their employer, even for those who expect to stay for more than four years,' she said. technology companies worldwide battle to find and keep talent Technology companies around the world, including those based in Hong Kong and the mainland, have a long way to go to find and retain talent and to manage their human resources to ensure continued prosperity. This is one of the key findings of a recent PricewaterhouseCoopers report, the result of a global online survey of 153 executives conducted in June. The 'Technology Executive Connections - Successful Strategies for Talent Management' report makes four main observations. Firstly, survey respondents generally do not have a high regard for their firm's current capabilities to manage people. Secondly, essential or ideal employees - those who are talented, technically savvy and can collaborate, innovate and manage change - are in short supply. Thirdly, companies are focusing on personnel development and, by inference, on retaining staff. And lastly, nearly half of all technology companies say they have difficulty finding technical talent in emerging markets. To deal with talent shortages, technology companies have been forced to look offshore to gain access to larger pools of candidates. However, even this resource is not secure, with Asian and European executives anticipating a severe shortage of talent within the next three years.