Job Market 2013: The New Trends

Transcription

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Connecting Businesses
With talent
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TALENT CONFERENCE 2013
GETTING IT RIGHT ... PREPARING THE NEXT GENERATION OF TALENT IN MALAYSIA
Job Market 2013: The New
Trends
Date: 1 July, 2013
SINGAPORE • MALAYSIA • PHILIPPINES • INDONESIA • INDIA • JAPAN • THAILAND • VIETNAM
Copyright © by JobStreet.com
Introducing
JobStreet.com
JobStreet.com Offices in 8 Countries
850 Employees
1.
2.
3.
4.
5.
6.
7.
8.
Malaysia
Singapore
Philippines
Indonesia
India
Thailand
Japan
Vietnam
Demographics
>11,000,000
Registered Jobseekers in Asia Pacific
>2,000,000
Registered Jobseekers in Malaysia
>200,000
Employers in Asia Pacific
>70,000
Employers in Malaysia
Reaching Another Milestone
The 2 Millionth Malaysian Jobseeker Member
Gives you the widest reach for finding good talent
2 Million Members!
What is the
Job Market
Outlook for
2013?
For YTD May 2013, the number of ads posted was slightly lower
comparing to the same corresponding period in previous year.
2012
2013
Jan
Feb
Mar
Apr
May
2010
Private & confidential
Jun
2011
Jul
Aug
2012
Sept
Oct
Nov
Dec
2013
Source: JobStreet.com
Job Posting Numbers by Top 10 Industry
Manufacturing Production
ICT
Construction
Financial & Banking
Wholesale and Retail
Hospitality
Manufacturing - E&E
Consulting
Biotech / Healthcare
Others
Job Posting Numbers by Top 10 Specialization
Sales
Accounting
ICT
Secretarial &
Administraion
Engineering - E&E /
Mechanical
Marketing
Civil / Construction /
Property / Building
Maintenance
Manufacturing
Engineering - Industrial
Services
Jan-10
Feb-10
Mar-10
Apr-10
May-10
Jun-10
Jul-10
Aug-10
Sep-10
Oct-10
Nov-10
Dec-10
Jan-11
Feb-11
Mar-11
Apr-11
May-11
Jun-11
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Human Resources
Where are the HR Competencies Required?
Top 10 industries and Specialisations (source: JobStreet.com)
Job Postings by Top 10 Industry
Job Postings by Top 10 Specialisation
1.
Manufacturing – production
1.
Sales
2.
ICT
2.
Accounting
3.
Construction/ Property
3.
ICT
4.
Financial & Banking
4.
Admin
5.
Wholesale & Retail
5.
Engineering – E & E/ Mechanical
6.
Hospitality
6.
Marketing
7.
Manufacturing – E & E
7.
Civil/ Construction/ Property
8.
Consulting
8.
Manufacturing
9.
Biotech/ Healthcare
9.
Engineering – Industrial Services
10 Others
10 Human Resources
Low applications for some of these areas.
Demand > Supply at the moment. 11
JOB MARKET OUTLOOK
SURVEY Q2 2013
Job Outlook Is Looking Positive For 2nd Quarter Of 2013
Job Outlook: Will 2Q2013 be Better
or Worse than 2Q2012
40%
35%
34%
35%
31%
32%
30%
25%
20%
Improving
18%
16%
15%
15%
12%
10%
5%
3%
4%
0%
Much better
Slightly better
Same
2Q2013
Slightly worse
Much worse
2Q2012
Source: JobStreet.com survey
Increase in Hiring Activities
Hiring Activities for the next 12 month
45%
40%
35%
30%
Increase in Hiring Rate
40%
38%
34%
28%
27%
24%
25%
20%
15%
10%
8%
5%
1%
0%
We're expanding, hence hiring more
people
We're maintaining our hiring rate
2Q2013
Hiring less/filling in essential positions
only
2Q2012
We're not hiring in the forseaable
future
Increase of Jobseekers’ Confidence in Securing Job for Q2
JobStreet.com Employee
Confidence Index (MY) 2013
58
57.0
56.5
56
55.1
Confidence Index
54
JECI Improves for Q2
52
50
49.8
49.1
48
46
44
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Sales and Accounting/Finance Specialization
Are Most Sought After
By Employers
Top 10 specializations employers seek
2Q2013 1Q2013
1
1
Sales
2
4
Accounting/Finance
3
9
Clerical/General Adminstation
4
3
Manufacturing
5
2
Marketing & Business Development
6
5
Engineering (Mechanical)
7
10
Customer Service
8(new)
Computer & IT (Software)
9
5
Engineering (Others)
10
8
Human Resources
WHAT DOES THIS MEAN?
What does this mean?
Our business
need people
now!
It’s WAR out
there!
Private & Confidential
18
ICT Job Market Outlook 2013
……
Source: Pikom ICT Job Market Outlook 2013
Job Seeking
Trends 2013
78% claimed that they were
unhappy with their current job
Job Hopping
EMPLOYERS
EMPLOYEES
GAP
It’s unhealthy Gen-Y
employees tend to quit
their jobs more easily
(84%)
Will not hire someone with
job hopping tendency
(83%)
No career development
(75%)
Provide training, better
working environment and
compensation (68%)
Job Hopping Trend
Job Hopping Mindset
Reason for Job Hopping
How To Retain
It's healthy to get more
experiences from the different
jobs
(75%)
Intend to switch job within 1-2
years(49%)
Require more reward and
compensation(81%)
Provide competitive rewards
based on performance(36%)
For more information on our surveys and recent reports, visit
http://www.jobstreet.com.my/aboutus/press_releases.htm
WHAT DOES THIS MEAN?
Show me the MONEY
For salary report, visit:
http://myjobstreet.jobstreet.com.my/career-enhancer/basicsalary-report.php?country_code=my
From our survey in 2011 about “Working Abroad”:
• 87% of those polled reported interest in working abroad
• 42% of them cited money as the main driver
Companies need to be aligned to the Market Rate
But Show me the Opportunities too…
“Job Motivation Survey”
Private & Confidential
26
ABOUT FRESH GRADS…
What each side says about Fresh Grad hiring
Top Reasons Why Fresh Graduates Were Not Hired
(2011 Survey)
Employers' Opinion*
Fresh Graduates' Opinion**
1
Asking for unrealistic
salary/benefits (64%)
Stiff competition (32%)
2
Poor character, attitude
or personality (60%)
Lacking of certain
required skills (31%)
3
Poor command of
English language (56%)
Poor command of
English language (23%)
4
Poor communication skills (52%)
Poor communication skills (22%)
5
Choosy about the job
or company (38%)
Do not know Mandarin/Tamil (19%)
Note: Survey conducted by JobStreet.com
*571 human resource personnel participated (October 2011)
**1,830 fresh graduates participated (November 2011)
What employers think is lacking among
unemployed graduates
• Expectations – 64%
– Should ask not what the company will do for them but what they can do for the
company first
– Should know the market value (do research)
• Attitude – 60%
– Should demonstrate continuous learning/self learning
– Should demonstrate ownership/commitment etc.
• Good communication skills (English) – 56% & 52%
– Should be able to communicate & articulate well in the business language
– Should be able to work as part of a team
– Should show confidence
• Choosy – 38%
– Should know the market outlook
– Should be realistic about the ideal first job/ company
General Expectations from Companies of a
Good Graduate/ Hire
• Good values
– (e.g. honest, confident yet humble, innovative and
creative);
• Positive attitudes
– (e.g. proactive, hardworking, high motivation and
curiosity driven);
• Work-related skills
– (e.g. communication, entrepreneurship and
leadership skills); and
• Preparedness to work
– (e.g. industry-ready skills and ability to perform well in
a working environment).
Source: Unesco Report
Singaporeans & Filipinos have
better English than Malaysians
Average Score
JobStreet.com ELA Average Score
(Feb 2013)
40.00
30.00
20.00
10.00
-
28.90
22.01
29.15
32.43
Malaysia’s
average scores
are behind
Singapore & the
Philippines
ELA Avg Score
“95% believe that an enhanced quality of the English Language improves the productivity of employees”
“66% employers have turned down a potential new hire due to their command of English Language”
Source: JobStreet.com Survey, 2009
Some Fundamentals…
• It is important that the education
programmes offered are able to
equip graduates with the
necessary skills to join the
workforce – including both
intellectual and practical skills
– (e.g. Technical or domain specific
knowledge & skills)
– (e.g. Other important skills including
Communications, Logical thinking, Project
Management, interpersonal skills,
General Knowledge etc.)
Skills
Attitude
Knowledge
Some Fundamentals…
• It is also important to align to the needs
of the Work Place, so that Graduates
have the right “preparedness to enter
the workforce”
Skills
– Internships is key
– Projects/ Coursework
– Involvement of industry in curriculum review,
guest lecturing, providing career talks etc.
Attitude
Knowledge
“Recent survey by MOHR stated that 77% of the fresh grad
respondents cited the need of mentor/ coaches to help them look for
jobs”
Minimum requirement – The Graduates Must be able to do the job
Understanding
the New Age
Candidate
Better to
Attract The
Right Talent
Hygiene and Motivation Factors
Majority of
Jobseekers
Need to
inform this
as well
The Better Way
ATTRACTING THE RELEVANT
AND SERIOUS CANDIDATE
Problems Faced Today in
Online Job Advertising
• Too Easy to Apply for a Job
• Candidates Apply Too Many Jobs
• Candidates Didn’t Turn Up for
Interviews
All of us want to target Serious &
Genuine Candidates!
Old
New
Absence of salary information
stop better candidates from
applying
•Filter out candidates that would
find it undesirable to commute
•Reduce interview no shows.
Sharing insights into your
company can engage relevant
jobseekers and tell them if they
will fit in
•Work environment
• Pictures
•Why join us
Giving you serious and
relevant candidates
Some Examples of Richer Job Ads
Air Products Shared Services Sdn Bhd
Shangri-La Hotel (KL) Sdn Bhd
Some Examples
of Corporate Video
THANK YOU

Job Market 2013: The New Trends

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