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.

Stabilny wzrost i profesjonalizacja produkcji – województwo śląskie oczami inwestorów sektora produkcyjnego

Stabilny wzrost i profesjonalizacja produkcji – województwo śląskie oczami inwestorów sektora produkcyjnego 

Pracodawcy z sektora produkcyjnego podzielili się z nami informacjami na temat wyzwań temat stojących przed nimi wyzwań, opiniami o dostępności wykwalifikowanych pracowników oraz wykorzystywanych narzędziach HR. Pracownicy odpowiadali na pytania dotyczące przede

wszystkim swoich oczekiwań zawodowych, sposobów poszukiwania pracy oraz preferowanych benefitów. 

 

Jak wynika z raportu „Kapitał ludzki na Śląsku. Sektor produkcyjny”, firmy najczęściej zgłaszają zapotrzebowanie rekrutacyjne na pracowników produkcyjnych, przede wszystkim operatorów

maszyn. Wielu respondentów poszukiwało również pracowników utrzymania ruchu: automatyków, elektryków lub mechaników, ze względu na dużą rotację na tych stanowiskach. To motywacja, chęć do pracy i lojalność są zdaniem pracodawców największym wyzwaniem w perspektywie najbliższych kilku lat.

 

Realizując wywiady bezpośrednie konsultanci Hays mieli możliwość przyjrzeć się z bliska

zarówno dużym przedsiębiorstwom zatrudniającym nawet 2000 pracowników, jak i tym

zatrudniającym poniżej 50 osób. Analiza jednoznacznie wskazuje, że zakłady zlokalizowane

w regionie są nastawione na rozwój, który jest uzależniony od możliwości naboru

i rozwoju kadr.

 

Zdaniem Agnieszki Kolendy, Regional Manager w Hays Poland, ciekawe wnioski nasuwają się po analizie wykorzystywanych narzędzi HR. Widzimy, że pracodawcy coraz więcej uwagi przykładają do aspektów takich jak: budowanie zaangażowania, motywacja czy budowanie ścieżek karier w ramach organizacji, bez

względu na profil działalności przedsiębiorstwa – mówi Agnieszka Kolenda i dodaje - Odpowiada to na potrzeby pracowników, którzy wskazali, że kluczowym czynnikiem decydującym o wyborze pracodawcy oprócz wynagrodzenia, jest rozwój kompetencji oraz możliwości wzrostu zawodowego w ramach organizacji. 

 

Pełna wersja raportu jest dostępna na stronie internetowej Hays Poland.

 

KONTAKT DLA MEDIÓW

Piotr Kaczmarski

PR Manager 

M: +48 661 610 554

E: kaczmarski@hays.pl, media@hays.pl 

 

--------------------------------------------------------------------------------------------------------------------------------------------

Informacje o Hays Poland

 

Hays Poland jest firmą doradztwa personalnego należącą do międzynarodowej grupy Hays plc, która jest największą na świecie firmą zajmującą się rekrutacją specjalistyczną. Działając na rynku rekrutacyjnym od ponad 40 lat, Hays posiada 240 biur w 33 krajach. Łącznie pracuje w nich ponad 9 000  ekspertów w 20 specjalizacjach. 

 

W 2002 roku otworzyliśmy pierwsze biuro w Polsce. Od tego czasu umocniliśmy naszą pozycję na polskim rynku, stając się niekwestionowanym liderem w rekrutacji specjalistycznej. Obecnie w Hays Poland zatrudnionych jest ponad 200 osób w biurach w Warszawie, Katowicach, Wrocławiu, Krakowie, Trójmieście, Łodzi, Poznaniu oraz Szczecinie.

 

Świadczymy dopasowane do wymagań klienta usługi w zakresie rekrutacji specjalistycznej pozyskując najlepszych kandydatów do pracy stałej, tymczasowej oraz na kontrakt. Portfolio naszych usług obejmuje ponadto Executive Search, Recruitment Process Outsourcing (RPO) oraz marketing rekrutacyjny.

Z pasją wspieramy rozwój zawodowy profesjonalistów działających w różnych obszarach rynku, kierując się naszym motto „powering the world of work”.

 

Hays Malaysia named ‘Best Overall Recruitment firm’ at the 2015 HR Vendor Awards

Hays Malaysia named ‘Best Overall Recruitment firm’ at the 2015 HR Vendor Awards

 
Hays has been awarded gold for the ‘Best Overall Recruitment Firm’ in Malaysia at the HR Vendor of the Year Awards hosted by Human Resources magazine. The Awards celebrate the best service providers for HR professionals and honours the most esteemed HR vendors in Malaysia.
“We are thrilled to be named the ‘Best Overall Recruitment Firm’ by Malaysia’s HR professionals,” says Tom Osborne, Regional Director of Hays in Malaysia. ”Our gold award is testament to our dedication to be Malaysia’s leading recruiting experts in the HR industry. Here at Hays we are committed to demonstrating best practice in the market, ensuring we find the right jobs for the right people and helping to transform businesses in Malaysia.

“This award acknowledges that we are succeeding in making a difference to our clients, candidates and the industry.
“We are grateful to all those HR professionals across Malaysia who nominated us. It means a lot that they think we are doing the best job possible to power their world of work.”
For more information on the HR Vendor Awards, please go to http://www.humanresourcesonline.net/.
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.

IT sector enjoys large salary increases in 2015 – but war for talent to intensify pressure on employers

IT sector enjoys large salary increases in 2015 – but war for talent to intensify pressure on employers

• IT salaries grew by 2.8% in 2015, some roles enjoying double-digit growth
• Yet 63% of IT employees plan to change jobs in 2016, a third because of pay
• 72% of IT employers confident that business activity will increase in 2016 
• War for talent intensifies as 76% plan to increase headcount but 80% say skills shortage will be a challenge

According to the Hays UK Salary & Recruiting Trends 2016 report, IT professionals enjoyed some of the biggest pay increases of all sectors in 2015 – yet despite this, huge numbers of employees are set to leave their current positions next year and employers are going to come under increasing pressure to do more to attract and retain the best talent.

 

The analysis of salary data from Hays job listings, job offers and candidate registrations saw the average marketing salary increase by 2.8% in 2015, higher than the national average increase of 2.3% identified in the report. This masks double-digit salary growth for specific positions such as those working in project and change management roles. The survey of over 1,200 employers and employees in IT found a third of employers awarded their staff pay rises of over 2.5% of annual salary, the largest proportion of employers to do so of any sector.

 

Employers need to act fast to avoid staff exodus

Despite 71% of IT employers increasing pay this year, three in five (63%) IT professionals expect to move onto pastures new in 2016, with almost a third (31%) planning to move jobs over pay and a similar number (30%) because of a lack of career opportunities. With the increasing number of interesting and well paid IT contracting jobs currently on offer, this may come as no surprise for many in the industry.

 

With 72% of IT employers believing that business activity will increase next year and three quarters planning to hire new staff to meet the demand, it appears employers will need to dig deeper into their pockets and offer more opportunities for career progression to attract and retain the best talent.

 

With fewer employers looking to increase salaries in 2016 (66%) compared to this year (71%) many IT employers will be hoping that their roles and organisations appeal to IT professionals beyond just pay.

 

Sector’s skills shortage continues

A fluid jobs market and dissatisfaction with pay and career opportunities coincides with the sector’s chronic skill shortage, which has only marginally improved since last year, and is likely to further increase pressure on employers. Four fifths (83%) of employers in the sector say they are already concerned they will encounter a shortage of suitable candidates, compared to a similar number last year (85%), and a third say they don’t currently have the talent required to achieve their business objectives.

 

James Milligan, Director of Hays Information Technology, says:

 

“Economic confidence is fuelling optimism within the IT sector as we go into 2016 and staff are reaping the rewards, with many enjoying high salary increases. Activity is expected to pick up as organisations adapt their IT systems to keep pace with growth and projects that had been put on hold start again. However, IT companies face an alarming number of staff departures next year as employees move on in search of even better salaries and career progression, prompting an escalation in the war for talent which is already raging in the IT sector. Employers will need to act fast to ensure they have the right talent in place for what is expected to be a busy 2016.”

 

“We’re experiencing a drastic skills shortage in IT and a more fluid jobs market will only increase the value of the profession’s top talent. Firms that cannot offer substantial salaries will find it difficult to attract and retain the most skilled employees and many organisations will be working hard to ensure their appeal goes beyond pay alone.”

 

Business confidence and skills shortage to fuel marketing pay pressure in 2016

Business confidence and skills shortage to fuel marketing pay pressure in 2016

 

• Marketing salaries grew 2.6% in 2015 with online and digital roles enjoying largest increases
• Yet 61% of marketers plan to switch jobs in 2016, a third because of pay
• 69% of marketing employers confident that business activity will increase in 2016 
• War for talent intensifies as 69% plan to increase headcount but 71% say skills shortage will be a challenge

 

According to the Hays UK Salary & Recruiting Trends 2016 report, marketing professionals saw widespread salary increases in 2015 – yet despite this, huge numbers of marketing employees are set to switch jobs next year and employers are set to come under increasing pressure to raise pay to retain and attract top talent.

 

The analysis of salary data from Hays job listings, job offers and candidate registrations saw the average marketing salary increase by 2.6% in 2015, higher than the national average of 2.3%, with the average marketing salary now £41,283. The survey of over 780 employers and employees in marketing found that 15% of marketing employers awarded pay increases of above 2.5%.

 

Those marketers specialising in online and digital fields enjoyed the largest increases as their average pay rose by 3% and some specific digital positions even enjoyed double digit salary growth.

 

Employers face pressure to increase pay even further

Confidence in the sector is high, with almost three quarters (69%) of marketing employers expecting business activity to increase next year and the same number (69%) expecting to hire new staff.

 

However, despite widespread salary increases, three in five (61%) marketers expect to move jobs in 2016 and more than a third (37%) expect to leave within six months. One in three (32%) cite pay as the main reason for leaving and a similar number (29%) intend to leave their current position due to a lack of future opportunities.

 

With over three fifths (64%) of employers expecting to increase pay next year, the report suggests that the industry is facing pressure to increase pay further to attract and retain the best talent. Those who cannot raise salaries may need to focus on offering clearer paths of progression as well as investing in up-skilling their employees in order to attract and retain the staff required to meet the demands of a busier 2016.

 

Skills shortage remains concern for majority of employers

A fluid jobs market and dissatisfaction with pay, combined with marketing’s chronic skills shortage, is likely to increase the pressure on employers. Almost a third (31%) of marketing employers say they do not currently have the talent required to achieve business objectives and almost three quarters (71%) say they are already concerned they will encounter a shortage of suitable applicants. This is in sharp contrast to the 97% of marketing employees who believe they have the skills required to fulfill their current role.

 

Employers may need to reassess their salary plans for the year ahead and react quickly to ensure they can both get the best talent onboard and prevent a staff exodus ahead of a busy 2016.

 

Clare Kemsley, Managing Director of Hays Marketing, says:

 

“Confidence is high amongst many in the marketing sector and this is fueling a growth in salaries, but this optimism is set to have consequences for staff retention. A huge number of marketing professionals expect to leave their jobs next year as dissatisfaction around pay and career prospects continue. The opportunities for candidates will only increase as the jobs market becomes more fluid, along with their bargaining power around salaries and benefits, and marketing organisations will come under increased pressure to raise pay. Those employers who cannot provide impressive remuneration packages will struggle to attract the top marketing talent and may need to appeal to candidates by offering clearer opportunities for career progression as well as investing in up-skilling their teams instead.”

 

“Considering the expanding role of digital in the sector, it’s unsurprising that those with solid skill sets in these areas are enjoying the highest growth in salaries. We’re noticing employers placing more value on staff who understand the potential and limitations of coding as well as those who can efficiently interpret, analyse and provide meaningful insight from the swathes of data marketing teams currently handle. However, finding these digitally literate candidates is proving a challenge for many marketing organisations and as demand grows these individuals will command premium salaries. This presents a tremendous opportunity for marketing professionals, who would be wise to proactively develop their digital skills now to stand out from their peers and appeal to potential new employers in the future.”

 

Top 12 talent trends for 2016 – what should be on your radar?

Top 12 talent trends for 2016 – what should be on your radar? 

Technology is changing everything, and in 2016 recruiting experts say its influence will be felt on who and how we recruit. Flexibility, adaptability and diversity will also add their weight to the top talent trends you need to be aware of in the year ahead.

 

“Technology is not only driving how products are made and promoted but also how employees perform their jobs – it’s creating entire new careers, reshaping existing ones, and changing the way organisations recruit and engage talent,” says Nick Deligiannis, Managing Director of Hays in Australia & New Zealand.

 

“The technologies organisations are adopting are changing rapidly but so too are the different ways technology can be used. To succeed, organisations need people who not only understand how to make the best use of these technologies but who also have the interpersonal skills to bring the organisation along with them,” he said.

 

According to Hays, the top 12 recruitment trends for 2016 are:

 

1. Growth of flexible workforces: Engaging talent on long-term contracts will be a key trend in 2016 as organisations seek a flexible headcount. Organisations will also continue to engage employees on a temporary basis with a view to making them permanent if more projects are undertaken. Projected modest growth in the public sector will comprise primarily of temporary and contract employees. 

• For candidates this means that being flexible and staying open to both contract and permanent is a must in 2016 if you want to access a greater range of opportunities.

2. Focus on STEM careers: Thanks to big data, expect employers in 2016 to increase the number of STEM roles (Science, Technology, Engineering, Mathematics). We’ll also see more R&D activity across government, universities and a wide range of industries. 

• School students should take note of this trend when selecting subjects and degrees. Rapid technological change and digital disruption is the new normal so employers will continue to want STEM graduates.

3. Digital Influencers and Analysts: Data analytics has been a big focus in 2015, but now more organisations will also look at the trends data reveals and how they can scale those up into actions. This is about making data relevant to a business as they continue on the digital transformation journey. In addition, with Australia’s Prime Minister championing digital transformation the focus on this area will only increase. 

• For employees in relevant roles, this means upskilling in order to understand how to make insightful and commercially relevant decisions based on data trends.

4. Focus on security: With an increasing focus on protecting private data, security professionals will be a focus of recruitment in 2016, to help organisations keep ever increasing volumes of data safe and ensure quick action and recovery in the event of a cyber attack. Organisations of all sizes are looking to secure their systems and information particularly considering higher adoption rates of wireless and cloud-based solutions. 

• Consequently firewall experts, cyber security specialists, security engineers and those with particular certifications namely CISSP and CISMs will see demand for their skills increase.

5. Digital & Mobile Apps: With customers looking to transact with companies in more user friendly and simpler ways a higher number of mobile applications are being developed. This is driving up the need for developers well versed in this area as well as support staff with experience in mobile devices. User experience/user interface experts (UX/UI) will also be a recruitment focus in 2016 as organisations seek to understand how customers use websites and products/services, then provide these insights to marketing and research & development (R&D) teams.

• Jobseekers in this field will need to show potential employers they can offer more than technical skills alone. They need to be able to show employers they can reflect a company’s brand and values in their development.

6. DevOps: In 2016 expect to hear more of the term ‘Dev Ops’ (short for development and operations) as organisations build and deploy more software more rapidly. In addition, software deployment tools are being increasingly used to automate the deployment of customised applications.

• This will force DevOps professionals, including engineering managers with strong software development and application deployment experience, to upskill or look externally for specialists in application management.

7. Customer experience. We will see an ongoing focus on Customer Experience (CX) as organisations put the customer at the centre of everything they do. To better understand customers, data will play a key role and we will see individuals who can tailor the message and cater to their customers at the forefront of decision making. 

• For jobseekers, the use of technology in this area will be key, but showing employers you can design a leading customer experience across all platforms will be critical to secure your next move.

8. Candidates need to be adaptable: In order to be ready for transformation expect employers in 2016 to look closely at a candidate’s ability to adapt to change. We may also start to see job interviews moving away from competency-based questions to focus more on asking candidates about how they have adapted to changing situations. 

• As more businesses are likely to go through transformation, the skills that you have today might not be as relevant in the future. So if you are interviewing in 2016, expect to be asked about your ability to adapt to change.

9. HR to harness content marketing: We expect HR to create more original content in 2016 to engage with potential new recruits. HR are using video, blogs and social media posts to promote workplace culture, showcase projects and profile existing employees to demonstrate the type of person that succeeds in their organisation. Given that candidates are hungry for content that will help them make informed decisions, we expect HR content marketing to be an ongoing trend in 2016. 

• Jobseekers should hunt out this information to help them create a CV that best demonstrates their suitability for the role and organisation, and to prepare for interviews.

10. Workforce diversity: Gender diversity will remain a hot topic in 2016. The financial services sector in particular is focusing on gender diversity at the leadership level. More employers ask their recruiter for a good mix of both genders for shortlists, particularly across traditionally male dominated sectors such as banking & financial services, mining and oil & gas. IT employers also want to engage female IT staff at a younger age including through graduate recruitment and encouraging more female students to choose IT careers. We are also seeing a greater emphasis on indigenous participation in metropolitan-based employment (especially in Perth) as well as leadership pathways in regional areas. Age diversity is another area of focus, most notably in local government. 

• On the candidate side, diversity trends include more men wanting to access parental leave. Interestingly, men are being as discriminated against as women who take maternity leave, often coming back to lower level roles and not being kept in the main stream for promotion.

11. Consider healthcare: In 2016 and beyond we’ll continue to see a high number of vacancies across Australia’s healthcare sector. In response, employers will need to find new ways to attract and retain talented healthcare professionals, especially in regional and remote locations. 

• Healthcare is a very active sector and new medical and health facilities will continue to open in line with Australia’s growing population and aging demographic. Anyone considering a career change or undertaking study in 2016 should look at the jobs available in healthcare and see if you’d be a good fit.

12. Revolution of recruitment outsourcing: Recruitment outsourcing (RPO) will experience a revolution in 2016 with the next generation of outsourcing solutions being adopted by a wider range of businesses. Smaller organisations, sometimes with less than 100 hires per year, are now looking for RPO solutions, especially in the engineering, pharmaceutical and life sciences industries. Another shift is employers using temporary/managed service provider (MSP) solutions for their blue-collar workforce – traditionally the focus has been on white collar roles. This demonstrates a growing acceptance of this form of staffing solution. Public sector organisations will also be more interested in MSP solutions that drive maximum efficiency and cost savings and not just a 'neutral' service. 

• Recruitment outsourcing is one of the industry’s most exciting and fastest growing services and jobseekers in 2016 will therefore need to be prepared to encounter this method of recruitment.

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

 

For further information please contact Lucy Sharp, Regional Head of Marketing at Hays, on +61 2 8226 9885 or lucy.sharp@hays.com.au

Nottingham business confidence high - but employers face pay pressure in 2016

Nottingham business confidence high - but employers face pay pressure in 2016

• East Midlands salaries increase by 1.7% in 2015, yet growth lags behind national average
• 64% of employers in region confident that business activity levels will increase in next 12 months
• War for talent intensifies as 75% of employers looking to hire additional staff but 61% of employees expect to move jobs in 2016
• Employees in the construction sector see biggest jump in salary but over half of workforce expect to quit next year

According to the Hays UK Salary & Recruiting Trends 2016 report, which includes a survey of over 1,000 employers and employees in the East Midlands, 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, slower than the national growth of 2.3%. The average professional salary for the region is now £43,549, with employees in the construction sector seeing the biggest growth of 3%.

 

However, the survey shows that pressure over pay is only set to intensify next year. Three quarters (75%) of Nottingham  employers anticipate raising pay in 2016 and nearly one in three (31%) expect to award salary increases of above 2.5%.

 

The report also indicates that confidence in the region’s economy is high. In Nottingham alone, 74% of employers expect business activity to increase next year and 83% expect to recruit more staff.

 

However, it appears that the combination of increased economic confidence and slower salary growth may have consequences for staff retention, with three fifths (64%) of employees in Nottingham expecting to move jobs in 2016.

 

With almost three in five East Midlands employees (57%) dissatisfied with their current salary and nearly a third (32%) expecting to move jobs over pay, 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.

 

[1]Findings based on responses from 158 construction employers and employees in the East Midlands

 

Region’s skills shortage continues

A more fluid jobs market and dissatisfaction with pay will be compounded by the region’s skills shortage, putting further pressure on employers to pay even more for the talent they need. Over three quarters (78%) of East Midlands employers say they are already concerned that they will encounter a shortage of suitable candidates and almost a third (29%) say they currently don’t have the talent they need to achieve their business objectives.

 

Challenges ahead for construction sector

Despite enjoying the region’s largest salary increases this year with rise of 3%, the construction sector faces a significant exodus of staff with over half (57%) of employees expecting to change jobs within the next 12 months. Confidence in the East Midlands’ construction sector is clearly high, with four fifths (79%) of construction companies expecting business activity to increase next year and a similar number (81%) expecting to recruit, and employers will need to work harder to retain and attract staff in order to take on additional work. It appears construction firms are attempting to address this migration, with four fifths (78%) expecting to increase salaries in 2016.

 

[2] Findings based on responses from 158 construction employers and employees in the East Midlands

 

Mark Staniland, Managing Director of Hays Midlands Region, said:

“We are noticing an increased confidence in the East Midlands economy, particularly in the construction sector, and many businesses expect to increase their headcount to meet demand in 2016. However, while many companies raised pay, salaries in the East Midlands have grown at a slower rate than in many other regions and employees are becoming increasingly frustrated. Candidates’ power in the jobs market is growing and many intend to move on next year in search of better pay.”

 

“A startling number of businesses across the Midlands have grave concerns about the region’s skills shortage and employers who can’t offer competitive remuneration packages will find it increasingly difficult to attract top talent. This could prevent many East Midlands businesses from growing to their full potential in 2016.”

 

“Retaining and attracting talent will prove a particular issue for the East Midlands construction sector in 2016. The industry’s expectations for 2016 are high, buoyed by large regeneration projects such as the multimillion-pound redevelopment of Nottingham’s Broadmarsh Centre. However, with most of the region’s construction professionals set to move jobs in 2016, many businesses will find it difficult to field the staff numbers required to meet increasing demand. The most skilled workers will command premium salaries and employers will need to dig deep into their pockets if they’re to attract and retain the sector’s top talent.”

 

Hays recognised as one of the best places to work in 2016

Hays recognised as one of the best places to work in 2016

Hays UK has been recognised with a Glassdoor Employees’ Choice Award, rating the Best Places to Work in 2016 in the UK category. Hays is ranked second overall in the list of the best employers to work for in the UK, and is the top rated recruiter listed.
The Employees’ Choice Awards campaign, now in its eighth year, relies solely on the input of employees, who elect to provide feedback on their jobs, work environments and companies via Glassdoor.
Current and former employees shared their experience at Hays, rating their satisfaction in key factors such as career opportunities, compensation, work-life balance, management and culture, as well as sharing any downsides to working for the company.

Sandra Henke, Director of People & Culture at Hays, said: “We are proud to be recognised in the top two best places to work in the UK. For the second year running our own employees, those who know our company and culture best, have helped us achieve this award. We are delighted to be rated so highly across all industry sectors, and to be the highest rated recruiter in the list. This award will help us attract even more of the best people to work with us.”

Malaysia’s top 10 talent trends for 2016

Malaysia’s top 10 talent trends for 2016

Malaysia’s job market will experience a surge in activity in 2016 as more and more multinational companies take advantage of the country’s geographical location, language capabilities and abundant pool of skilled workers to set up their regional service centres, according to recruiting experts Hays.

 

Foreign companies will also be attracted by the depreciation of the local currency which will enable them to establish lower cost centres in 2016.

 

“Malaysia is an ideal location for MNCs to set up their contact centres and shared service centres,” says Tom Osborne, Regional Director of Hays in Malaysia. “We will see a growing number of new regional centres established and rising demand for skilled candidates to fill their job vacancies in 2016.”

 

According to Hays, the reasonable cost of salaries and the skills of local talent will continue to attract MNCs to set up shared services centres, while more online businesses are expected to spring up in 2016 due to local consumers becoming more digitally savvy in their shopping habits.

 

Increased recruitment drives and on-the-job training will be prevalent as start-ups and larger organisations try and race ahead of their competitors to claim a stake in the budding e-commerce industry.

 

“Malaysia’s online market is maturing and will offer tremendous job opportunities for not only those candidates with an IT background, but also those who can improve efficiencies via the use of the Internet and other digital tools,” Tom says. “Other trends in the job market include the increasing demand for retail banking professionals, and the relocation of manufacturing facilities from other high-cost locations to Malaysia that will result in a wave of hiring.”

 

Hays’ top 10 talent trends for 2016 in Malaysia are:

 

1. Shared service centres: Malaysia will see a steady growth of multinational companies setting up new shared service centres or contact centres thanks to its established status as a low-cost location in the region. Malaysia’s geographical location in Asia Pacific, language capabilities, the cost of salaries and the skill level of local talent are appealing factors for foreign companies. The decline of the local currency makes Malaysia an even more attractive destination to set up shared service centres, which will usher in huge demand for skilled workers to fill vacancies.

 

2. Revival of retail banking: For the last two years, most banks have been focusing on the growth of their Corporate & Commercial Banking segments. However, with economic conditions improving, they are now going back to basics and strengthening their retail banking offering. The majority of banks are looking to enhance bankcards, mortgages and wealth management segments. In 2016 this will create demand for salespeople, especially with cross-selling capabilities.

 

3. Growth of online businesses: The growth of online businesses will continue in 2016. E-commerce has seen tremendous growth in Malaysia as the market matures and consumer online shopping habits advance. Both start-ups and larger corporations are trying to move quickly to get their piece of the e-commerce pie. The battle for supremacy in cyberspace will lead to competition for qualified IT talent and skilled candidates who are at the forefront of the digital era.

 

4. IT security: Skills shortages in IT security will be a new trend in 2016. We find that demand is rising faster than the supply of SOC analysts and security assurance specialists. This is the result of fast-growing data processing technologies coming into play. Candidates with forensic and hacking skills are especially in demand. Those with knowledge in patching, monitoring and configuration will be sought after to minimise security threats.

 

5．Big data: Rising demand for ETL (Extract, Transform, Load) developers and business intelligence analysts will be another new trend in 2016, since expertise in various technologies and data tools is critical for organisations. For those businesses in which forecasting and determining the root cause hold the key to success, these candidates will be in especially high demand.

 

6. Life sciences: Great changes will take place in the life sciences sector in 2016. Home-based companies are gearing up for rapid expansion in 2016. Established local players with strong market knowledge are introducing new medical services and require additional manpower to support this development. They are looking to gain a lead as political and economic uncertainty has dented the appetite for investment from a number of international pharmaceutical companies. This will have a significant impact on new international players planning to invest in the market.

 

7. Higher status of HR professionals: With signs of improvement in the economy, retention will be the key challenge as workers become more confident in exploring new job opportunities. Organisations should look beyond recruitment processes to improve their hiring outcomes. Organisations will try to identify top performers and analyse how compensation, career development and engagement impact their retention. HR will move from reacting to backfilling vacancies to proactive workforce planning and they will develop more accurate hiring plans based on critical business needs. Hence, we will see an increase in demand for talent managers, compensation & benefits as well as learning & development skills across Malaysia.

 

8. Detariffication in General Insurance: General insurers will be allowed to offer variable premiums based on the risk profiles of their products. In terms of staffing demand, this will result in a significant increase in the need for business development professionals and marketing managers as organisations look to increase revenue. There will also be further demand for capable underwriters because a greater sophistication is expected when insurers price products amidst loosened regulations.

 

9. Manufacturing: The manufacturing sector will remain strong in 2016. Benefiting from the currency depreciation, there will be significant improvements in business activities in electronics, pharmaceutical and food manufacturing. More new plants will be set up with companies relocating from high-cost markets to Malaysia. As companies are choosing increasingly remote locations within Malaysia to establish their operations, they face a critical challenge relating to candidate attraction and candidate willingness to relocate. This has driven employers to be flexible and creative when developing remuneration packages, as well as considering foreign candidates with the niche skills required.

 

10. Talent pool: Young workers will gradually replace aging workers as they retire. HR managers will face challenges in engaging with and retaining the younger generations, while also ensuring knowledge and skills are at the same levels as before. HR will play a significant role in helping organisations to predict and identify critical skills needed for the coming decades while motivating, training and retaining younger workers.

 

For more information on any of these trends or the local recruitment market please feel free to contact your local Hays office.

 

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.

 

top 18 JOBS BY POSITIONS

1. Sales Management
2. Manager
3. Work At Home
4. Physician's Assistant
5. Program Management
6. Nurse Assistant
7. Job recruiters
8. Healthcare or medical
9. Systems
10. Client Services
11. Provider
12. Registered Nurse
13. Team Manager
14. Patient Nurse
15. Physicians
16. Driver
17. Business Manager
18. Practice nurse