Specjaliści it oraz wysoka produktywność pracy w przetwórstwie przemysłowym największymi atutami wrocławia w walce o nowe inwestycje

Specjaliści it oraz wysoka produktywność pracy w przetwórstwie przemysłowym największymi atutami wrocławia w walce o nowe inwestycje

17 November 2015

POL

Wrocław jest przez swoich mieszkańców oceniany jako dobre miejsce do życia. Dostęp do wysoko wykwalifikowanych specjalistów oraz stopniowa rozbudowa infrastruktury komunikacyjnej i zaplecza teleinformatycznego miasta sprawiają, że metropolia przyciąga coraz więcej firm z branży IT oraz sektora produkcyjnego. Jak wynika z raportów „Kapitał ludzki we Wrocławiu” przygotowanych przez firmę rekrutacyjną Hays Poland we współpracy z Agencją Rozwoju Aglomeracji Wrocławskiej, Wrocław wyrasta na zagłębie IT, które charakteryzuje się rosnącym zapotrzebowaniem na specjalistów oraz konkurencyjnością firm w pozyskiwaniu najlepszych pracowników. 

 

Rozwój lokalnego rynku IT oraz sektora produkcyjnego zainspirował firmę rekrutacyjną Hays Poland do przyjrzenia się bliżej relacjom panującym między pracodawcami a pracownikami na lokalnym rynku pracy. Raporty z serii „Kapitał ludzki we Wrocławiu” powstały na podstawie ankiety przeprowadzonej wśród wrocławskich firm z branż IT i przemysłowej oraz ich pracowników. Celem badania było określenie charakterystyki wrocławskiego rynku zarówno z perspektywy pracodawców, jak i specjalistów oraz znalezienie odpowiedzi na pytania: jakich umiejętności poszukują firmy? Czego od pracodawcy oczekują pracownicy? 

 

Sektor IT

 

Pracodawcy jako główną cechę lokalnego sektora IT wymieniają jego duże nasycenie, które zwiększa konkurencyjność zarówno pod względem udziału w rynku, jak i rywalizacji firm o najlepszych pracowników. To z kolei przekłada się na wzrost wymogów finansowych kandydatów oraz ich oczekiwania względem dodatków pozapłacowych – aż 71% ankietowanych wskazało te dwa czynniki jako najistotniejsze przy wyborze pracodawcy.

 

Oczekiwania wrocławskich specjalistów IT odzwierciedlają powszechny trend panujący na polskim rynku pracy, zgodnie z którym sukces zawodowy jest równoznaczny z sukcesem finansowym – 68% przebadanych pracowników jako największe oczekiwanie wobec życia zawodowego wskazało dobrobyt finansowy. Co ciekawe, analizując te wyniki pod kątem samodzielności stanowiska zajmowanego przez respondentów, można zaobserwować, że aspekt finansowy jest najistotniejszy dla stażystów oraz specjalistów. 

 

Z perspektywy firm z sektora IT, lokalny rynek pracy obfituje w ekspertów z branży. Jest to możliwe dzięki istnieniu dużego zaplecza akademickiego oraz wysokiej jakości życia w mieście, co zachęca do relokacji zarówno profesjonalistów z regionu, jak i całej Polski. Niemniej, nieustanny napływ przedsiębiorstw oraz jednoczesny wzrost zapotrzebowania na specjalistów IT sprawiają, że firmy nierzadko zmagają się z niedoborem pracowników. Wśród cech lokalnego rynku pracodawcy często wymieniają trudności w pozyskiwaniu wykwalifikowanych specjalistów IT, a w szczególności deweloperów z odpowiednimi umiejętnościami i doświadczeniem. 

 

We Wrocławiu, wyzwaniem dla pracodawców jest również utrzymanie specjalistów IT w strukturze organizacji, co jest spowodowane ogromną konkurencją firm z branży na lokalnym rynku. Można przewidywać, że stosowane przez firmy rozwiązania HR, razem z atrakcyjnymi warunkami pracy oraz konkurencyjnymi zarobkami, będą ściągały wykwalifikowanych specjalistów IT do Wrocławia i przyczynią się do dalszego rozwoju sektora nowych technologii w regionie. 

 

Sektor produkcyjny

 

Lokalny sektor produkcyjny charakteryzuje się różnorodnością specjalizacji zakładów produkcyjnych oraz najwyższą w Polsce produktywnością pracy w przetwórstwie przemysłowym Co więcej, w regionie aż 40% wszystkich wydatków przeznaczanych na badania i rozwój w województwie jest dedykowanych właśnie branży produkcyjnej. Te czynniki sprawiają, że w regionie swoje zakłady produkcyjne lokalizuje coraz więcej firm, zajmujących się produkcją i przetwórstwem. Jak wynika z raportu „Sektor produkcyjny – Kapitał ludzki we Wrocławiu”, przedsiębiorcy już teraz zmagają się z niedoborem pracowników oraz nadmierną rotacją personelu.

 

Przeprowadzone badanie wykazało, że aż 77% firm z regionu wykazało zapotrzebowanie rekrutacyjne w przeciągu ostatnich 12 miesięcy. Najwięcej wakatów pojawiało się na stanowisku operatora maszyn, jednak na największe trudności pracodawcy napotykali przy rekrutacji inżynierów. W związku z niedoborem pracowników o kwalifikacjach niezbędnych do bezpośredniej pracy przy produkcji, firmy często zatrudniają osoby, które dopiero ukończyły naukę i nie posiadają doświadczenia zawodowego. Szkolenie absolwentów jest przez większość ankietowanych firm uznane za skuteczną metodę wypełniania luki kompetencyjnej w branży produkcyjnej. 

 

Duża konkurencja w walce o odpowiedni personel zmusza firmy do podejmowania zwiększonych działań zarówno w kwestii przyciągania, jak i późniejszego zatrzymania pracowników w strukturze organizacji. Jedną z najczęściej stosowanych metod jest rozbudowany system benefitów pozapłacowych. Mimo że zarówno specjaliści, jaki i pracownicy produkcyjni wysoko cenią możliwość otrzymania dodatkowego wynagrodzenia uzależnionego od wyników (kolejno 58% i 76%), to wśród oczekiwań obserwuje się znaczące różnice wynikające ze specyfiki zajmowanego stanowiska. O ile specjaliści preferują benefity pod postacią elastycznych godzin pracy (58%) oraz możliwości pracy z domu (51%), to pracownicy produkcyjni oczekują benefitów związanych z dofinansowaniem napojów i posiłków. 

 

Jak wynika z przeprowadzonego badania, najczęściej wybierane metody poszukiwania pracy również są zależne od zajmowanego stanowiska. Pracownicy wrocławskiego sektora produkcyjnego najczęściej znajdują pracę dzięki rekomendacji znajomego (specjaliści 23%, a pracownicy produkcyjni 34%). O ile pracownicy biurowi równie często dostają pracę dzięki awansowi wewnętrznemu (23%), to osoby pracujące bezpośrednio przy produkcji często znajdują pracę dzięki pośrednictwu agencji pracy tymczasowej (33%).

 

 

Sytuacja panująca w lokalnych branżach IT i produkcyjnej obrazuje wzmożone zapotrzebowanie na wykwalifikowanych pracowników, zarówno umysłowych, jak i fizycznych. Ponieważ liczba przedsiębiorstw lokujących swoje siedziby we Wrocławiu rośnie, przewidujemy wzrost konkurencji firm w walce o najlepszych specjalistów.

 

Serdecznie zachęcam do zapoznania się z raportami.

 

KONTAKT DLA MEDIÓW

Piotr Kaczmarski

PR Manager 

M: +48 661 610 554

E: kaczmarski@hays.pl, media@hays.pl

The rise of the robots shouldn’t make us fear for our jobs

The rise of the robots shouldn’t make us fear for our jobs

Robotics and technical innovation will not spell the end of many jobs as we know it, but will instead help make us more productive and create new types of work and jobs for the future, say recruiting experts Hays. 

 

According to Hays’ CEO Alistair Cox, it will be humans, not robots, who will continue to differentiate businesses in the coming decades. 

 

Discussing recent media coverage on the technological revolution of smart machines and what this could mean for the future of the labour market, Alistair says: “The more sensationalist headlines predict the demise of the human worker. The more sensible do point to the opportunity for advanced robotics to unleash a massive wave of productivity improvements, akin to the impact of the original Industrial Revolution.”  Alistair continues: “I find it hard to believe some of the more dramatic headlines, many of which appear to discount the importance of personal relationships and intuition, for which everyone in business knows there is no substitute.”

 

“Yes, machines already carry out many roles and with technology’s rapid evolution this is only set to increase. There’s no denying that when it comes to repetitive motion and basic data analysis, for example, robots certainly have the upper hand.” 

 

“Equally, the advances in data science and artificial intelligence are opening up new ways to look at businesses and generating insights that can lead to major productivity improvements. I'm investing in those areas in my own business, but to best equip people with the tools to do a better job, not to replace them,” he said. 

 

According to Hays, there are four reasons why businesses will need people as much, if not more, than they will need robots:  

 

1. People become a premium: “It’s too easy to forget that no matter the industry or sector, those at the end of the sales funnel are human,” says Alistair. “Technology consistently re-values skills, and with the digital world permeating every area of our professional and personal lives you should expect colleagues, customers, clients and partners to place an increased premium on quality, relevant, insightful, and ultimately human engagement in the future. We must all be aware that technology can be replicated by your competitors but your people can’t. We should therefore look at robots not as a threat, but as a means of freeing up time, increasing capacity and productivity and ultimately allowing businesses to focus on the human side of what they do.” 
2. You can’t build rapport with a robot: “I’ve yet to meet a robot that can motivate a workforce, bank goodwill, return a favour or build a relationship, qualities that enable a business to run smoothly and get things done,” says Alistair. “It’s these meaningful personal relationships and interactions that see employees go the extra mile for a client or each other. Human relationships simply cannot, and will not, be replicated by robots.”
3. Innovation can’t be programmed or plugged in: “In today’s ultra-competitive corporate world, the battle for innovation has never been fiercer. To be truly innovative requires a level of collaboration, idea sharing and creativity that simply cannot be programmed or plugged in. These moments are often unplanned and happen in the office corridor, over a drink in the evening or when joining a meeting you might not have been scheduled to attend. While there is no replacing hard work, it’s often these unexpected and unplanned moments which lead to businesses standing out from their competitors.”
4. Human instinct should be trusted: “While technology can execute strategy, planning is best left in the hands of people. Natural intuition cannot be coded and we’ve all seen examples of results that fly in the face of prior data. Ultimately I don't think you can program a culture and an element of ‘gut’ instinct is often required in business, especially when it comes to delegating within a team or future proofing your organisation through new hires and training.”

According to Alistair, the rise of smart machines will also mean that people and their unique skills will become more valuable. “We’ll need a whole lot of human skill and intuition to really leverage this technology to drive productivity in our businesses,” he said. “The trick is to make sure we recognise that we will need different skills, either individually ourselves or within our organisations. 

 

“So, instead of spelling the end of many jobs as we know it, I believe the rise of the robots will help make us more productive, thereby creating new types of work and jobs for the future.”

 

For more, please see Alistair’s latest LinkedIn Influencer blog.

Hays voted Best Finance & Accounting Recruiter in Asia for the 4th consecutive year

Hays voted Best Finance & Accounting Recruiter in Asia for the 4th consecutive year

Recruiting experts Hays has received the award for Best in Finance & Accounting Recruitment for Asia in the 2015 CFO Innovation Awards.

 

Senior finance leaders across Asia voted Hays the best recruiter in the region for the fourth consecutive year.

 

The awards are hosted and organised by CFO Innovations Asia and were held at a gala ceremony in Singapore on Thursday November 19th. CFO Innovations Asia is the only online publication exclusively for top-level finance managers in the corporate sector across Asia.

 

Christine Wright, Managing Director for Hays in Asia, says the Hays team in Asia is delighted with the award win.

 

“The award is testament to our expertise in the accountancy and finance recruitment market and recognises our success in placing thousands of high-calibre candidates with businesses across Asia each year. At Hays, we are dedicated to powering careers and organisations across the industry sectors and professions we recruit across,” says Christine.

 

“We are especially honoured to receive this award because Hays was nominated and voted for by senior finance professionals across Asia. We’re thrilled that Asia’s leading CFOs and finance professionals believe our recruitment expertise in accountancy and finance is the best in the region.

 

“As a company we are continuously driven to succeed, which is why we are very pleased to be recognised by the finance industry for our accomplishments. We will continue to innovate, challenge and develop our service to remain the region’s recruitment leader.”

 

Hays is located in Hong Kong at Unit 5803-7, The Centre, 99 Queen's Road Central, Hong Kong. Phone +852 2521 8884or email Dean.Stallard@hays.com.hk 

 

Hays, the world’s leading recruiting experts in qualified, professional and skilled people.

Business confidence in the North East high - but employers face pay pressure in 2016

Business confidence in the North East high - but employers face pay pressure in 2016

• Salaries increase by 1.7% in 2015 in the North East with three fifths of employers expecting to raise pay again next year
• 63% of employers in region confident that business activity levels will increase in the next 12 months 
• War for talent intensifies as 69% of employers plan to hire additional staff 
• Employees in the construction and IT sectors see biggest jumps in salary

According to the Hays UK Salary & Recruiting Trends 2016 report, which includes a survey of over 600 employers and employees in the North East, increased confidence in the region’s economy and a more fluid jobs market will not only lead to an increase in hiring next year but will see employers come under unprecedented pressure to raise pay. 

 

The analysis of data from Hays job listings, job offers and candidate registrations showed the region’s salaries for qualified, professional and skilled workers grew on average 1.7% in 2015, lower than the national growth of 2.3%. The average professional salary for the region is now £42,458.

 

The survey shows that pressure over pay is only set to intensify next year. Three fifths (60%) of employers in the region anticipate raising pay in 2016 with over one in ten (17%) expecting to award salary increases of above 2.5%. The construction and IT sectors saw a 3% average salary increase, the largest in the region.

 

The report also indicates that confidence in the region’s economy is high. In the North East over three fifths (63%) of employers expect business activity to increase next year and 69% also expect to recruit more staff to meet demand.

 

Increased economic confidence may have consequences for staff retention, with more than half of employees in the region expecting to switch jobs next year. This is also reflected in the region’s biggest city, as almost three fifths (59%) of employees in Newcastle expect to move jobs in 2016.

 

Pam Lindsay-Dunn, Managing Director of Hays Yorkshire Region, said:

 

“Economic confidence in the North East is high and many businesses are now turning their thoughts towards next year as they look to increase their headcount to meet the demands of a busier 2016.

 

Skill shortages in the region are still of concern and we continue to see a power shift from employers to candidates. Therefore, businesses will need to work harder to stand out in a crowded jobs market to attract and retain the best. With over half of employees in the region dissatisfied with pay and the most common reasons for wanting to move jobs being salary and lack of future opportunities, employers will need to dig deeper into their pockets and provide clear progression paths to appeal to top talent and retain their skilled workers.

 

The construction industry saw some of the largest salary increases in the region this year and retaining and attracting talent will prove a particular issue for the North East construction sector in 2016. The industry has high expectations for the year ahead and we are seeing more construction developments appearing in Newcastle and across the region. There are multiple large projects in progress all over the region such as the Newcastle science park and the multi million pound Jesmond Three Sixty development which reinforce high hopes for 2016.

 

However, with over half of construction professionals in the North East set to move jobs in the next year, many businesses will have difficulty finding the staff numbers required to meet increasing demand. Employers will need to offer substantial remuneration packages if they’re to attract and retain the sector’s top talent and continue this momentum into 2016.”

5 regole per ritrovare la giusta carica durante la pausa pranzo

5 regole per ritrovare la giusta carica durante la pausa pranzo

C'è chi la trascorre davanti al pc guardando una puntata del proprio telefilm preferito, chi preferisce mangiare un boccone al volo per poi tornare alla scrivania e chi, invece, non riesce a “spegnere il cervello” e continua a lavorare senza sosta. È l’ora della pausa pranzo che, se sfruttata in maniera intelligente, permette di ritrovare energia e concentrazione per affrontare con determinazione gli impegni del pomeriggio. I consulenti di Hays Response, la divisione del gruppo Hays dedicata alla selezione di profili più junior, hanno stilato 5 semplici regole che un professionista dovrebbe tenere a mente ogni giorno allo scattare delle 13:00.

 

“Oggi, complice la crisi, sempre più professionisti preferiscono risparmiare portandosi il cibo da casa e trascorrendo la pausa pranzando in ufficio. Purtroppo per molti, questo vuol dire rimanere intrappolati davanti al computer tra e-mail, notifiche e scadenze da evadere - spiega Fabio Scarcella, Responsabile divisione Hays Response –. Passare la pausa pranzo lavorando è un grosso errore! Per non compromettere produttività e performance nelle ore pomeridiane è fondamentale staccare la spina: un pasto in tutta tranquillità, una passeggiata ai giardinetti pubblici o un po’ di attività fisica nella palestra sotto l’ufficio possono darci la giusta carica per affrontare le sfide che il lavoro ci riserva. Lo scopo della pausa, infatti, è di concedere a mente e corpo quei minuti indispensabili per fare il pieno non solo di cibo ma anche di nuove energie”.

 

Ecco i 5 stratagemmi pensati da Hays Response per sfruttare al massimo il lunch time e tornare alla scrivania carichi e concentrati:

 

1. Non saltare mai la pausa pranzo - Un'interruzione tra le ore di lavoro è indispensabile per mantenere alto il livello di produttività. Anche se le scadenze incombono e le attività da portare a termine sono tante, è sconsigliabile saltare il pranzo. Basta anche solo un quarto d’ora per staccare e ricaricarsi di energia e buon umore.
2. Tenere lontano dalla propria portata lo smartphone - Per archiviare momentaneamente ansie, budget e deadline, è bene evitare di controllare la posta tramite smartphone e tablet. Solo così mente e corpo possono davvero riposarsi e prepararsi alle successive ore di lavoro. Consigliato, invece, è concentrare durante la pausa, le chiamate ad amici e familiari che durante l'orario di lavoro sarebbe inopportuno fare: far fruttare i minuti di pausa per sbrigare qualche piccola incombenza personale può aiutare a dimenticare per un po’ quello che ci aspetta alla scrivania.
3. Non parlare di questioni di lavoro con i colleghi - Può capitare di approfittare della pausa pranzo per sfogarsi con i colleghi, riassumendo tutte le peripezie della mattinata in ufficio. L’importante è che questa pratica non diventi un’abitudine: è indispensabile, infatti, ritagliarsi dei momenti di pausa assoluta dal lavoro e approfittarne per socializzare e conoscere meglio i propri compagni di scrivania scambiandosi idee, pareri e opinioni sugli argomenti più vari.
4. Evitare di pranzare con l’ansia dei minuti contati - Sebbene non sempre si ha la possibilità di godere per intero dei tanto sospirati 60 minuti di break, sarebbe meglio evitare di mangiare in fretta e furia e dedicare almeno 30 minuti al pasto. Masticare troppo velocemente e finire il proprio piatto in quattro e quattr’otto, infatti rende più difficile la digestione e non permette di raggiungere quell’appagante senso di sazietà.
5. Fare attività fisica - La pausa pranzo può essere un buon momento per dedicarsi all’attività fisica: i più sportivi possono andare in palestra o a correre nelle zone vicino all’ufficio. Per chi non ne ha il tempo (o la voglia), invece, concedersi una passeggiata di qualche minuto per guardare le vetrine dei negozi o per prendere un caffè al bar può essere utile a resettare la mente e tornare alla scrivania più determinati e positivi che mai.

 

Business confidence in Portsmouth to fuel recruitment drive and salary increases next year

Business confidence in Portsmouth to fuel recruitment drive and salary increases next year

• Salaries in the South East grew by 3.3% in 2015, with over three fifths of employers expecting to increase pay next year
• 67% of employers in region confident that business activity levels will increase in the next 12 months
• War for talent intensifies as 70% of employers plan to hire additional staff next year and 80% say skills shortage will be a challenge
• Employees in the marketing, IT and construction sectors get biggest pay increases

According to the Hays UK Salary & Recruiting Trends 2016 report, which includes a survey of over 3,500 employers and employees in the South East, increased confidence in the region’s economy will not only lead to an increase in hiring next year but will see employers come under unprecedented pressure to raise pay. 

The report, presents analysis of salary data from Hays job listings, job offers and candidate registrations and shows salaries in the region grew by 3.3% in 2015, higher than the national average of 2.3%. The average professional salary for the region is now £48,970 with employees in the construction, IT and marketing sectors seeing some of the biggest salary increases in the region. 

 

The results from this survey show that pressure over pay is set to increase next year. Over three fifths (70%) of employers in the region expect to increase salaries in 2016 and 16% expect to increase salaries above 2.5%.

 

Increased economic confidence has consequences for staff retention too, with nearly three in five (57%) employees in the region planning to switch jobs next year.

 

With over half the region’s workforce (54%) saying they are dissatisfied with their current salary and nearly a third (30%) moving jobs for this reason, it would appear that employers will need to dig deeper into their pockets to retain their best talent and take on additional work next year.

 

Steve Orr, Regional Managing Director at Hays in the South, said:

 

“The highest salary increases for professionals in the South East were in construction, marketing, and IT. Businesses expanding and opening new offices in the area shows that confidence in the region’s economy is high and we are seeing many businesses preparing to hire in anticipation of a busier 2016. It’s no surprise to those that live and work here that Portsmouth is gaining recognition as a city full of opportunity for businesses and for professionals looking to develop their careers and have a great worklife balance. However, companies should brace themselves for staff departures as employees recognise opportunities in the jobs market and look to move in search of better pay and opportunities.”

 

“The region’s skills shortage remains a key concern and employers who can’t offer competitive remuneration packages will find it increasingly difficult to attract top talent which could stifle growth for many of the region’s businesses in 2016. Organisations that can’t offer high salaries may need to compensate by providing alternative incentives such as robust training opportunities and clear paths for career development.”

 

Mixed messages: Malaysia’s SSCs need to clearly promote career progression to jobseekers

Mixed messages: Malaysia’s SSCs need to clearly promote career progression to jobseekers

The continued growth of shared service centres (SSCs) in Malaysia is increasing demand for highly-skilled professionals, but Malaysians are receiving mixed messages about the career progression opportunities available in SSCs. Based on discussions between recruiting experts Hays and local SSCs in Malaysia, this adds to the challenges SSCs face when attempting to attract top talent.

 

A growing number of SSCs are being established in Malaysia and require senior candidates with specialised process knowledge who can have a positive impact on their growing operations. But according to feedback, candidates who would consider working in a SSC say career progression is the number one factor attracting their interest. At the same time, candidates who say they would not work in an SSC cite the lack of career progression as the number one reason. This suggests the industry faces a huge perception issue in Malaysia. 

 

“The shared service industry is increasingly turning to the commercial arena to obtain the core skills required to move up the business value chain. By recruiting more highly-skilled professionals SSCs can develop their technical processes and analytics functions,” says Tom Osborne, Regional Director of Hays in Malaysia.

 

However, the industry is finding it challenging to attract high calibre talent as many candidates perceive SSCs as ‘cost centres’ and don’t want to limit their career progression.

 

To uncover some of the challenges in the SSC space, Hays spoke to 35 local SSCs (41% of the people we spoke to were process leads/head of departments) to understand what challenges they face when attracting and recruiting talent for their SSC. The majority (81%) were from Finance SSCs. We also spoke to 25 jobseekers about their perceptions of working in a SSC.

 

What did SSC employers say?

• The biggest talent-related challenges employers say they face are retaining skilled talent (73%), attracting skilled talent (57%), being able to offer career progression (43%) and salaries (38%).
• 57% of employers believe talent related challenges are a threat to the overall success of their SSC.
• Most popular staff retention tactics include training (97%), work-life balance (68%), career progression (65%) and other benefits (62%).
• Most popular allowances offered by employers in order are travel & transport (54%), shifts (41%), and meals (38%). 
• 54% of employers said the average tenure of staff is 2-3 years.

What did candidates say? 

• 54% of candidates said they would consider working in a shared service centre. 
• Career progression (58%) and the experience they would gain (58%) would attract them to a job in a shared service centre.
• But 21% of candidates said they would not work in a shared service centre due to the lack of career progression opportunities (82%) and the negative perceptions of working at shared service centres (36%).

“The fact that career progression is the main detractor for candidates not wanting to work in SSCs, but also the main factor that attracts people who would work in an SSC, demonstrates that employers need to do more to establish formal career progression plans and promote them as part of their attraction strategy,” says Tom.

 

“Clearly there is an image issue in the market, with candidates confused about the benefits of working for a SSC and needing clear direction rather than conflicting messages.”

 

When talking to SSCs, Hays also found that 65% of employers said they offered career progression as a retention technique, but are employers doing enough to promote this to potential candidates? As Tom says, “Our advice to SSC employers in order for them to attract and retain highly-skilled talent, is to create clear career progression pathways including internal transfers to other job functions and business operations, and ensure they are promoting this as a key element of their attraction strategy.”

 

Hays is located in Kuala Lumpur at Suite 4 & 5, Level 23, Menara 3, Petronas, Kuala Lumpur City Centre. Phone +60 3 2786 8600 or email tom.osborne@hays.com.my

 

Hays, the world’s leading recruiting experts in qualified, professional and skilled people.