Find­ing tal­ent is still a tough task for em­ploy­ers, says sur­vey

China Daily (Canada) - - FRONT PAGE - ByWANG ZHUOQIONG wangzhuo­qiong@ chi­nadaily.com.cn

A short­age of tal­ent con­tin­ues to be the pri­mary con­cern for Chi­nese com­pa­nies, with tech­ni­cians, sales rep­re­sen­ta­tives and sales man­agers be­ing the most in de­mand, a new in­dus­try sur­vey said on Wed­nes­day.

The sur­vey, con­ducted by Man­pow­erGroup Inc, a global work­force so­lu­tions provider, in­di­cated that about 24 per­cent of em­ploy­ers in the Chi­nese main­land suf­fered from an acute tal­ent crunch.

About 53 per­cent of em­ploy­ers said they faced dif­fi­cul­ties in fill­ing some po­si­tions on the main­land this year com­pared with 2014.

The 2015 tal­ent short­age sur­vey cov­ered more than 41,000 em­ploy­ers across 42 coun­tries and re­gions, in­clud­ing 2,004 on the Chi­nese main­land, dur­ing the first quar­ter of 2015 and gauged the im­pact of tal­ent short­age on the global work­force mar­ket.

“Tech­nol­ogy is evolv­ing faster than ever, chang­ing the skills needed for jobs and short­en­ing the life cy­cle of the skills. Still, there is a grow­ing mis­match of in-de­mand skills with tal­ent sup­plies,” said Zhang Jin­rong, man­ag­ing di­rec­tor of Man­pow­erGroup China.

“Tal­ent

short­ages not

only af­fect the com­pa­nies’ ca­pa­bil­i­ties, but also hin­der in­no­va­tion in China. What em­ploy­ers should do is to find the right tal­ent ex­ter­nally, as well as foster a learn­ing cul­ture within their or­ga­ni­za­tions and en­cour­age em­ploy­ees to own their ca­reers.”

Sales rep­re­sen­ta­tives and sales man­agers rank once again in the top three va­can­cies this year. En­vi­ron­men­tal and mar­ket fac­tors are the ma­jor rea­son for the hard-tofill va­can­cies in China. In these fac­tors, lack of ap­pli­cants is the most high­lighted one, ac­count­ing for 31 per­cent.

That is fol­lowed by work­place com­pe­ten­cies, such as lack of ex­pe­ri­ence and pro­fes­sion­al­ism, as well as tech­ni­cal com­pe­ten­cies and or­ga­ni­za­tional fac­tors, such as look­ing for more pay than is of­fered, ac­cord­ing to the re­port.

The tal­ent short­ages and skills gaps have started to af­fect com­pa­nies.

About 33 per­cent of the re­spon­dents said the most com­mon im­pact is re­duced com­pet­i­tive­ness or pro­duc­tiv­ity, fol­lowed by re­duced in­no­va­tion and cre­ativ­ity at 22 per­cent, and in­creased em­ployee turnover at 20 per­cent.

Ac­cord­ing to the sur­vey, 68 per­cent of the em­ploy­ers re­port­ing tal­ent short­ages said the prob­lem has a medium-to-high im­pact on their abil­ity to meet client needs, with only 12 per­cent in­di­cat­ing no im­pact on client re­quire­ments.

Chi­nese em­ploy­ers adopt a range of strate­gies to ad­dress tal­ent short­age, with 33 per­cent of the em­ploy­ers in­di­cat­ing their de­sire to tap new tal­ent sources, in­clud­ing adapt­ing tal­ent sourc­ing to re­cruit more un­tapped tal­ent pools, ap­point­ing peo­ple who do not have the skills cur­rently but do have po­ten­tial to learn and grow, fol­lowed by im­ple­men­ta­tion of al­ter­na­tive work mod­els.

The re­port also found that the Belt and Road Ini­tia­tive has en­cour­aged more Chi­nese com­pa­nies to go global and ex­pand in­vest­ments over­seas, thereby in­creas­ing the need for tal­ent with both for­eign and Chi­nese back­grounds, Zhang said.

In 2015, nearly 7.5 mil­lion grad­u­ates will en­ter the Chi­nese job mar­ket, up 3 per­cent year-on-year.

How­ever, the in­creas­ing grad­u­ates will face a shrink­ing job mar­ket with ever-chang­ing in-de­mand skills, Zhang said.

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