8 TRENDS THAT ARE IMPACTING HIRING IN CHINA RIGHT NOW 当前影响中国地区招聘的8大趋势

Published on 2020-07-01

疫情使工作世界进入了一个新时代,对求职者和招聘企业都带来了影响。瀚纳仕大中华区执行总监兰熙蒙(Simon Lance)代表每天与企业和求职者打交道的招聘顾问们,分享了目前影响中国地区招聘的8大趋势:

The COVID-19 crisis has ushered in a new era in the world of work that is impacting both jobseekers and hiring organisations. Speaking on behalf of Hays consultants who are on the ground interacting with businesses and candidates every day, Simon Lance, Managing Director of Hays Greater China shares 8 trends that are currently impacting recruitment in China:

1)    第三季度,就业市场将进一步回暖 – 兰熙蒙说:“2020年初,中国几十年来的指数级增长遇到了前所未有的考验。”在经历了与新冠肺炎的第一波鏖战之后,中国经济在第一季度萎缩了6.8%,这个数字是空前的。不过,随着第二季度企业复工复产,市场逐渐回暖,这个超级经济体展现出弹性并有望增长。“很多企业希望重启他们的年度招聘计划,第三季度将会涌现出更多的就业机会。随着经济的复苏,预计还会有更多的招聘活动。” 

1)    Job market will pick up further in Q3 – “China had its decades-worth of exponential growth tested in unprecedented ways at the start of 2020,” says Simon. Having battled the brutal first wave of the COVID-19 pandemic with little time to spare, the country’s economy shrank by 6.8% in the first quarter, the first such contraction on record. However, the economic superpower has remained resilient and poised for growth after businesses reopened in the second quarter and provided its markets with a much-needed pickup. “Q3 is poised for even more growth with more jobs opening in the market as businesses look to resume their annual hiring plans. More merger and acquisitions are also expected as the economy bounces back,” he says.

2)    远程办公仍将继续 – 尽管大多数企业已恢复正常运营,但远程办公仍然是组织热议的主题。“许多企业采用轮班制的混合模式,员工可以一周在家工作,一周在办公室工作。视频会议成为一种更加固定的方式,与之相适应的还有数字化入职培训、培训项目,甚至还有数字合同,即求职者可以在线签约。”兰熙蒙说道。

2)    Remote Working is here to stay – While most businesses have resumed normal operations, remote working is still a topic of interest among organisations. “Many have adopted hybrid models of shift working, where employees can work at home for one week and at the office the next. Video conferencing has also become a more permanent fixture, alongside the adoption of digital onboarding, training programs and even digital contracts, where candidates sign their offers online,” says Simon. 

3)    办公桌轮用和共享办公空间的激增 – 随着社交距离措施已成为新常态,越来越多的组织开始采用办公桌轮用的概念,目的是在特殊时期增进同事间的交流。“因此,越来越多的公司在向新领域扩张或组建新业务单位时,开始使用租赁或共享办公服务。这种方式不仅有助于拓展业务同时也带来了更多的社交机会,尤其是对于那些想要推出新技术或数字业务的跨国公司或科技巨头来说。” 兰熙蒙表示。

3)    Surge in hot desking and shared office spaces  – As social distancing measures become a part of day to day life, more organisations are embracing the concept of hot desking instead of fixed seats, leading to enhanced engagement with co-workers at this difficult time. “As a result, more companies are also starting to use rental or shared office services when expanding to a new sector or launching a new business unit,” says Simon. “This approach has led to more business development and networking opportunities, particularly for MNCs or tech giants looking to launch new tech or digital businesses.”

4)    社交媒体成为重要的沟通渠道 – “微信和微博等社交媒体平台在疫情最严重的时期发挥了关键作用,现在,它们依然是组织的重要沟通渠道。有越来越多的组织使用社交媒体来提高内部员工的参与度和凝聚力,许多组织还在网上开展营销和雇主品牌宣传活动。同样,如今求职者也把社交媒体视为接收招聘信息和寻找新职位的重要渠道。”兰熙蒙说道。

4)    Social media becomes a critical channel of communication – “Social media platforms like WeChat and Weibo played a critical role at the height of the pandemic and have remained critical channels of communication for organisations,” says Simon. “Not only are more organisations using social media for internal employee engagement and connectivity, but many are also taking marketing and employer brandings initiatives online. Similarly, candidates have also come to regard social media as an important channel to receive recruitment information and search for new roles.”

5)    海外华人归国 – 世界各国为控制疫情,相继关闭边境,大批海外侨民纷纷回国。兰熙蒙表示:“中国是最早出现海归潮的国家之一。海归们被认为是宝贵的人才,因为他们具有跨文化经验、沟通技巧并且接触过不同类型的企业。目前,许多海归都将薪资预期保持在合理水平。考虑到他们的主要动机是为了离家人更近,同时也能发展自己的事业,很多组织都采用弹性工作安排、创新岗位或工作文化来吸引他们。”

5)    Overseas Chinese make their return – As countries around the world closed their borders to control the pandemic, an exodus of overseas nationals around the world returning to their home countries was observed. “China was one of the first to see this wave of returnees, who are considered valuable talent owing to their cross-cultural experience, communication skills and exposure to different types of businesses,” says Simon. “Many such returnees are keeping salary expectations reasonable at this time but considering their primary motive is to be closer to their families and develop their careers, more organisations would likely have to look into flexible working arrangements and innovative roles or work cultures to attract such talent.”

6)    业务重心转移到国内 – 去年的中美贸易摩擦,加上今年疫情的蔓延,中国企业开始大力拓展国内业务。兰熙蒙说:“大部分招聘活动来自本地企业,一个重要原因是跨国公司面临人员、预算和审批流程缓慢等挑战。”

6)    Business focus turns domestic – Compounded with trade tensions over the last year, the pandemic has accelerated China’s focus on developing domestic businesses. “The bulk of hiring has thus shifted to local organisations, particularly as MNCs are facing challenges with headcount, budgeting and slower approval processes,” says Simon. 

7)    中国将成为研发中心  – 对国内市场的关注推动了中国地区研发职能的蓬勃发展。“政府的激励措施和政策使中国有望成为下一个全球研发中心,特别是在制造、高科技工程和生命科学领域。这将加大市场对商业、产品开发和监管等资深技术人才的需求。”兰熙蒙说道。

7)    China poised to become R&D hub – An increasing domestic focus has led to a boom in the R&D function in China. “Government led incentives and policies have the country poised to become the next global hub for R&D, particularly within the manufacturing, high-tech engineering and life sciences sectors,” says Simon. This has led to an increased demand for high-calibre technical candidates across the board, from commercial to product development and regulatory roles. 

8)    远程办公促进了求职者的流动性 – 兰熙蒙认为:“随着远程办公和招聘成为大多数公司的长期策略,求职者在工作地点上有了更多的选择。此外,在高科技工程等人才短缺领域,政府牵头的人才吸引计划和激励措施也在吸引合格的候选人到上海和北京等一线城市以外的城市工作。”随着国家对发展国内产业的持续重视和扶持,员工将有机会去其他城市办公。

“尽管疫情对求职者和招聘机构都带来了挑战,但整个变化方向绝对是积极的。随着工作场所变得更加数字化,以及各种新增的混合职能的涌现,企业目前的一个战略优先事项应该是,确保员工和管理者具备适用的技能,不仅能够在新的工作世界中生存下去,而且能够茁壮成长。”他总结道。

8)    Remote working spurs candidate mobility – “With working and hiring remotely becoming a long-term approach for most organisations, candidates now have more options when considering their working location of choice,” says Simon. “Additionally, government led talent attraction schemes and incentives in talent short sectors like high-tech engineering are also attracting qualified candidates to cities outside of Beijing and Shanghai.” Opportunities for mobility are likely to increase as the national focus on developing domestic industries continues.

“While the recent period of crisis has been challenging for both job seekers and organisations alike, the direction of its resulting changes remains definitively positive. As we move towards more digitalised workplaces and expanded, hybrid functions, a key strategic priority for businesses at this time should be to ensure their employees and managers are equipped with the right skills to not just endure but thrive in the new world of work,” he concludes.