According to Hays Information Technology, which has operated in Hong Kong for six years, finding good people with the right skills remains a challenge for employers across Asia Pacific, despite current global economic conditions.
“Across development, infrastructure and business, organisations are now considering strategies to bridge the skills gap,” said Peter Noblet, Senior Regional Director of Hays Information Technology in Asia Pacific.
“One of these strategies is the use of global mobility to move talent from country to country. By taking a strategic approach to talent supply across the region as a whole, organisations are able to attract and recruit from a much wider geography.
“It’s a strategy we’ve started to use and it’s effective as a means of overcoming local skills shortages. It gives employers an edge in an increasingly competitive skills market and significantly increases the talent pipeline.
“Many organisations are receptive to sourcing talent from overseas to address their skill needs. Some employers who have never considered sponsorship are now considering this option and are looking at candidates through our Hays global network. With offices in 31 countries, we can look at the needs that exist in one country and match these with the talent supply in another. For example, right now we are working with several organisations to actively source specialist talent from not just across Asia Pacific, but as far afield as the UK.
“But other organisations are still resisting global mobility. While it is widely recognised that migration is vital to ensuring economic growth and overcoming skills shortages, it is also a topic that generates heated discussion.
“The irony is that recruiting from overseas can be a simple process, and it is one that, properly done, yields very good results.”
Tips for employers
According to Hays Information Technology, the most effective solution for employers is for us to source, meet, interview and assess candidates in an overseas location through our international office network. Once we have a shortlist of suitable candidates, employers can elect to go to the destination to interview groups of screened candidates, or utilise video conference facilities for interviews. This has been proven to succeed both in the APAC region as well as globally.
When recruiting from overseas, it is important to use a recruiter capable of assessing a candidate’s eligibility to work in Hong Kong, and provide such information to candidates as rates and salary guidelines, visa and work permit requirements, and other general advice.
Hays, the world’s leading recruiting experts in qualified, professional and skilled people.
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For further information please contact Paula Tychsen, Marketing Executive – PR & Communications of Hays, on +612 8226 9739 or firstname.lastname@example.org
Hays is the leading global specialist recruiting group. We are the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in Asia Pacific and the UK and one of the market leaders in Continental Europe and Latin America. We operate across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments.
As at 31 December 2011, Hays employed 7,988 staff operating from 247 offices in 31 countries across 20 specialisms. For the year ended 30 June 2011, Hays reported net fees of £672 million and operating profit of £114 million and placed around 60,000 candidates into permanent jobs and around 190,000 people into temporary assignments. 31% of Group net fees were generated in Asia Pacific.
Hays operates in the following countries: Australia, Austria, Belgium, Brazil, Canada, Colombia, China, the Czech Republic, Denmark, France, Germany, Hong Kong, Hungary, India, Ireland, Italy, Japan, Luxembourg, Mexico, the Netherlands, New Zealand, Poland, Portugal, Russia, Singapore, Spain, Sweden, Switzerland, UAE, the United Kingdom and the USA.