HAYS-数字化和最新市场需求：瞬息万变的亚洲招聘市场环境与变革（英文）-2021.3-100页_3mb

Summary of the 2021 Hays Asia Salary Guide

Core Content

The 2021 Hays Asia Salary Guide provides an overview of the evolving recruitment landscape in Asia, shaped by the impact of the pandemic and the acceleration of digital transformation. It highlights changes in salary trends, recruitment strategies, and the shifting priorities of both employers and employees.

Main Points

1. Pandemic Impact and Recovery

• The pandemic caused unprecedented disruption to Asia's recruitment market, leading to a significant drop in business activity and revenue.
• Despite this, the market has shown signs of recovery, with 55% of companies expecting increased activity in 2021.
• Asia is anticipated to lead the return to growth, with a positive economic outlook expected for the region.

2. Salary Trends

• Salaries across most sectors have declined or remained stagnant, with only a few areas seeing modest increases.
• Bonuses have also been reduced, and sentiment remains weak for 2021.
• Employers are less likely to increase salaries, with 37% expecting no change and 28% of employees holding similar expectations.

3. Employment and Hiring Freezes

• Permanent staff hiring increased at only 29% of employers, while 30% reported downsizing.
• A significant portion of companies (9%) are implementing hiring freezes for three months, 16% for six months, and 17% indefinitely.
• Malaysia has the highest percentage of companies implementing hiring freezes.
• 58% of companies have no plans to freeze headcounts, indicating some optimism.

4. Skill Development and Demand

• Only 54% of companies believe they currently have the talent to meet 2021 business targets.
• 36% of companies cite a lack of learning and development opportunities as the main cause of skill shortages.
• Hard skills such as technical and analytical capabilities are in high demand, with 59% of employers favoring them over soft skills.
• Soft skills (e.g., communication, problem-solving, adaptability) are also important, but not as much as hard skills.
• Candidates are less likely to upskill, with 21% doing no external professional development, compared to 19% in 2020.

5. Employee Priorities

• Salary package is now the top reason employees choose to stay with their current employer (49%), surpassing work-life balance (48%).
• Career progression is a key motivator for job seekers, with 58% citing it as a reason for seeking new roles.
• Flexibility and remote working options are increasingly important to job seekers, with 63% indicating home or mobile working is a key factor.

6. Sector-Specific Insights

• Accountancy & Finance: Salaries and bonuses are expected to remain stable, with a focus on risk and compliance roles.
• Banking & Financial Services: Increased scrutiny of regulatory reporting, particularly in the banking sector, is driving demand for financial professionals.
• Digital Technology: The digital transformation has created new opportunities and skills demand, especially in areas like e-commerce and FP&A roles.
• Healthcare & Life Sciences: Demand for skilled professionals has risen due to the pandemic and increased focus on medical technology.
• China: Shows the most positive outlook, with increased investment in TMT and life sciences, and higher salary increases in the tax sector.
• Japan: Faces the most negative impact, with companies hesitant to increase salaries and bonuses.
• Malaysia: Remains a key shared service hub, with increased demand for tech-savvy finance professionals.
• Singapore: Intensified focus on regulatory compliance and standards is expected to drive demand for financial professionals with technical expertise.

Key Information

• Survey Methodology: Conducted from October to November 2020 with a sample of 9,660 respondents across Asia.
• Language Support: Survey was available in English, Chinese, and Japanese.
• Employee Sentiment: 55% of employees expect salary changes to be minimal or non-existent in 2021.
• Company Restructuring: 58% of organizations are restructuring to adapt to new business needs, with a focus on flexibility and digital transformation.
• Job Market Outlook: While recruitment may remain subdued early in 2021, there is potential for growth as the economy stabilizes and hiring freezes lift.

Recommendations

• Employers should prioritize candidates with digital skills and adaptability.
• Employees should focus on upskilling and developing both hard and soft skills to remain competitive.
• Companies should highlight the direction of their business to attract top talent.
• Financial professionals should stay updated with regulatory changes and technical developments in their field.

Conclusion

The 2021 Hays Asia Salary Guide underscores the ongoing challenges and opportunities in the Asian recruitment market. While the pandemic has left a lasting impact, the region is showing signs of recovery and transformation, particularly in digital and compliance sectors. Employers and employees must adapt to these changes to thrive in the evolving job market.