Top ten talent issues for 2012

Updated: 01 Mar 2014
The integration of mobile technology, internal mobility and the use of Recruitment Process Outsourcing for global expansion are amongst the top issues that will dominate Hong Kong’s recruitment market in 2012, according to recruiting experts Hays.
Topping the recruiter’s list is the change to expatriate packages and the increased demand for bilingual skills. Also important is conducting a thorough background check rather than relying on content from social networking sites, which can be embellished.
“If there’s one thing we’ve learnt from the last year, it’s that technology offers employers, recruiters and hiring managers powerful new recruitment tools, but if used exclusively such tools become counterproductive to the recruitment process,” says Emma Charnock, Regional Director of Hays in Hong Kong.
“As employers incorporate social media checks into their recruitment process, some are neglecting to thoroughly background check the information they find, and some are even making hiring decisions based on this unauthenticated content. That’s why taking the time to get to know someone face-to-face, and confirming their background, is still crucial in identifying the right role for them.”  
According to Hays, the top ten talent issues for 2012 are:
  1. Expatriate packages: “Employers in Hong Kong are casting the net wide when a suitable local applicant cannot be located, but they are not offering traditional expatriate packages to lure such talent,” says Emma. “We expect to see a continued reduction in expatriate packages. Employees currently on expatriate packages will be converted to local packages and benefits such as housing and living allowance will be incorporated into the base salary.” 
  1. Bilingual skills: “Across Asia we expect to see an increase in the number of requests for candidates with strong bilingual skills, including fluency in Mandarin and English. As the business community becomes increasingly globalised this is essential in helping organisations do business across the globe. Candidates who have worked overseas will be snapped up quickly.”
  1. Instability of the Eurozone: “Hong Kong - and Asia as a region - is well placed to ride out any impact on the global economy caused by European Sovereign debt issues. As a result, in 2012 we expect to see increased interest from overseas candidates, particularly from those in the Eurozone, towards relocating to Hong Kong to take advantage of our jobs market, particularly since the Asian economies continue to outperform some of their western counterparts.”
  3. Background checking: “It is not uncommon for employers to use social networking sites to screen applicants. But some employers are now taking this a step further by using the content on such sites to decide who they will hire. We caution against this and warn employers that content on social networking sites can be misleading. Just as some candidates embellish their CV, we have seen cases of candidates exaggerating their skills, experience or qualifications online. In 2012, we advise employers to work with a recruiter or adopt more thorough background and reference checking procedures before making your hiring decisions.”
Mobile technology:We expect to see further integration of mobile technology into the recruitment process in 2012. Candidates have a growing appetite for information that merges easily with mobile technology, so organisations will look for ways that the recruitment process can make this simple. It is not only large organisations that are embracing new technology; SMEs are also looking at ways technology can improve the process.”
RPO for global expansion: “The reasons for using Recruitment Process Outsourcing (RPO) will change as organisations that are looking to expand globally seek a global approach to their workforce strategy. While cost reduction and process efficiencies will remain important, socio-economic factors, such as labour laws, demographic changes and global migration patterns are becoming too complex and causing employers to consider other, more sophisticated uses of outsourcing. The need for global RPO will also be driven by both multinational employers looking to harmonise their practices and organisations expanding into emerging markets.”
  1. Use of contractors: “The use of contractors, particularly in Hong Kong’s financial sector, is on the rise. Organisations are using contractors to fill immediate needs such as Administration Assistant and Secretary positions or for particular projects.”
Internal mobility: “To overcome the skills shortage being felt in Hong Kong, we expect to see employers further increasing their focus on internal mobility. This movement of employees from one position or location to another within the organisation also has retention benefits as it provides opportunities for staff to develop and reach their career goals. It’s about developing the right people into the right roles, whether that’s a vertical or a lateral move.”
Differentiation in the market: “In 2011, employers started to turn their attention to candidate attraction and the development of new and innovative ways to differentiate themselves from competitors. Given the high competition for a very finite pool of suitably qualified and experienced candidates, this will become central to securing the best talent in 2012.”
Succession planning: “Talented staff always have options in the jobs market. That’s why employers will not only review their retention strategy, but will focus on succession planning in 2012, particularly for roles where skills shortages are greatest.”
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  
About Hays
Hays is the leading global specialist recruiting group. It is the expert at recruiting qualified, professional and skilled people worldwide. It operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments.
As at 30 June 2011, Hays employed 7,620 staff operating from 255 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.

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