The document provides insights into the Hong Kong employment market in 2013. It finds that while candidates are still motivated by salary, hiring costs are under scrutiny and large salary increases are rare. Employers need to focus on other factors that add value to attract talent. The recruitment process also needs to evolve to improve communication and be open about compensation to reduce the risk of candidates withdrawing, which some do even after accepting offers. Flexibility and a focus on new skills are important for employers in the current economic environment.
This document summarizes the outlook for the China employment market in 2013. It states that while the market faces challenges, the outlook is somewhat positive as candidates and companies have matured after experiencing the global economic downturn in 2012. Demand will be focused on roles directly impacting profits, and new sales channels like e-commerce will drive demand for professionals with relevant experience. The banking sector stabilized in 2012 and wealth management roles are expected to see increased demand. Overall salaries are not expected to rise as rapidly as in past years, and the employment market will fluctuate and adapt to changing market conditions.
The document summarizes research from Hudson on recruitment trends in China. Some key findings include:
- Candidates are increasingly withdrawing applications during the hiring process, even after receiving offers. The top reasons are unmet salary expectations, better opportunities elsewhere, and lack of career development.
- Over two-thirds of employers experienced a candidate withdrawing after receiving an offer.
- Communication can be improved - three-quarters of candidates felt the process provided only average information about the employer. Better communication may reduce withdrawals.
- Hiring processes tend to be long in China, with over 75% of processes taking 10 weeks or more. Shortening timelines is recommended.
This document provides an overview and analysis of salary and employment trends in China based on a study of 385 employers and 2,734 employees across Asia. Some of the key findings include:
- Nearly two-thirds of hiring managers in China plan to increase permanent staff numbers in 2012, indicating positive but cautious hiring intentions.
- Competition for talent is intense, as 61% of employers found it difficult to find the right candidates in 2011. Maximizing the value of new hires is imperative.
- Salaries increased for 70% of respondents in 2011, with 38% seeing increases over 10%. However, 80% of employers worry about losing high performers in 2012.
- Beyond salary, desired benefits include bonuses, increased annual
This document provides salary guidelines for sales and marketing positions in Shanghai in 2011. It lists common sales, marketing, retail and hospitality roles and their typical annual base salary ranges segmented by years of experience. The salary ranges are given in Chinese RMB and were compiled based on market knowledge from experienced consultants. The guidelines note that salaries can vary based on factors like company size, industry and job scope.
The document provides insights into the Hong Kong employment market in 2013. It finds that while candidates are still motivated by salary, hiring costs are under scrutiny and large salary increases are rare. Employers need to focus on other factors that add value to attract talent. The recruitment process also needs to evolve to improve communication and be open about compensation to reduce the risk of candidates withdrawing, which some do even after accepting offers. Flexibility and a focus on new skills are important for employers in the current economic environment.
This document summarizes the outlook for the China employment market in 2013. It states that while the market faces challenges, the outlook is somewhat positive as candidates and companies have matured after experiencing the global economic downturn in 2012. Demand will be focused on roles directly impacting profits, and new sales channels like e-commerce will drive demand for professionals with relevant experience. The banking sector stabilized in 2012 and wealth management roles are expected to see increased demand. Overall salaries are not expected to rise as rapidly as in past years, and the employment market will fluctuate and adapt to changing market conditions.
The document summarizes research from Hudson on recruitment trends in China. Some key findings include:
- Candidates are increasingly withdrawing applications during the hiring process, even after receiving offers. The top reasons are unmet salary expectations, better opportunities elsewhere, and lack of career development.
- Over two-thirds of employers experienced a candidate withdrawing after receiving an offer.
- Communication can be improved - three-quarters of candidates felt the process provided only average information about the employer. Better communication may reduce withdrawals.
- Hiring processes tend to be long in China, with over 75% of processes taking 10 weeks or more. Shortening timelines is recommended.
This document provides an overview and analysis of salary and employment trends in China based on a study of 385 employers and 2,734 employees across Asia. Some of the key findings include:
- Nearly two-thirds of hiring managers in China plan to increase permanent staff numbers in 2012, indicating positive but cautious hiring intentions.
- Competition for talent is intense, as 61% of employers found it difficult to find the right candidates in 2011. Maximizing the value of new hires is imperative.
- Salaries increased for 70% of respondents in 2011, with 38% seeing increases over 10%. However, 80% of employers worry about losing high performers in 2012.
- Beyond salary, desired benefits include bonuses, increased annual
This document provides salary guidelines for sales and marketing positions in Shanghai in 2011. It lists common sales, marketing, retail and hospitality roles and their typical annual base salary ranges segmented by years of experience. The salary ranges are given in Chinese RMB and were compiled based on market knowledge from experienced consultants. The guidelines note that salaries can vary based on factors like company size, industry and job scope.
This document provides salary ranges in China for a variety of positions across different industries such as administration, finance, merchandising, banking, HR, logistics, legal, media, sales, IT, manufacturing, consulting and more. The salary ranges are based on data from job vacancies, placements, and candidate discussions. Contact information is provided for J.M. Gemini recruitment offices in major Chinese cities to obtain further salary guides or recruitment services.
This document provides salary ranges in China for a variety of positions across different industries such as administration, finance, merchandising, banking, HR, logistics, legal, media, sales, IT, manufacturing, consulting and more. The salary ranges are based on data from job vacancies, placements, and candidate discussions. Contact information is provided for J.M. Gemini recruitment offices in major Chinese cities to obtain further salary guides or recruitment services.