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1、Specialist Professional RecruitmentA Robert Walters Group Company1China IndustrialTalent MovementInsights and Trends中國大工業行業人才流動洞察與趨勢報告Presentation Title|2Recruitment demand has decreased by nearly 15%.A nearly 10%dropped in the proportion of salary increment.AbstractIn 2023,the voluntary turnover ra

2、te marked a significant decrease of 4%compared to previous years.Talents show stronger inclination towards career stability.Cost reduction and efficiency improvement have become the top priorities for employers.For Corporate Strategy&Commercials,there are only 17%positions fulfilled by external cand

3、idates.Many players including Chinese enterprises have adopted a more globalized talent perspective,which brings potential opportunities for both company development and talent acquisition.1357246In 2024,challenges and prospects coexisted,and success hinged on the ability to embrace change and lever

4、age the skills and perspectives of a diverse workforce.8All rights reserved.Presentation Title|3IndustrialAutomationMachineryEquipmentElectronicsChemical&MaterialsEmployee TurnoverRecruitment Demand&SupplyTalent MovementKey WordsAll rights reserved.Presentation Title|4Industrial Employee Turnover Ov

5、erviewAll rights reserved.In 2023 China market,there are 4 key factors contributing to the lower voluntary turnover rate:1.Unstable Job Market.The uncertainty created by the pandemic has made individuals hesitant to leave their current positions due to the challenges of finding new employment in an

6、unstable economy.2.Economic Pressure.The financial strain experienced by households during the pandemic has made people more inclined to stick with stable sources of income,avoiding the risks associated with changing jobs.3.Job Security.Many individuals perceive their current company as a more secur

7、e option.This perception leads them to remain in their current roles,prioritizing job security over potential opportunities elsewhere.4.Lack of Opportunity.With the factors of hiring and promotions frozen and dropped salary increment percentage,people are choosing to stay in their current positions,

8、hoping for opportunities to resume in the future.024681012Client 1Client 2Client 3Client 4Client 5Client 6Client 7Client 8Client 9Client 102023 Voluntary Turnover RateIn 2023,the voluntary turnover rate for the 10 big-branded industrial clients is approximately 5.6%,marking a significant decrease of

9、 4%compared to 2022.Presentation Title|5Summary from the perspective of recruitment market,although there has been an increase in the number of active candidates this year,there is still a mismatch between talent and job positions that employers face.Most companies have raised their requirement bar,

10、but active highly-qualified candidates with well-rounded qualifications remain scarce.Passive candidates are more cautious this year considering job security and stability.In terms of salary increment,the average percentage for candidates change jobs is about 12%,which is a decrease of approximately

11、 10%compared to previous years.All rights reserved.Industrial Recruitment Demand and SupplyJob Openings5981Recruitment Success Lead TimedaysGM/P&LOwenerSalesMarketingStrategyEngineering&OpsManufacturingQualityR&DProcurement Supply ChainEHSESGHR,Finance,Legal&Tech20232022Recruitment Demand has decrea

12、sed by nearly 15%.20232022The day from kick-off to offer signeddays*Robert Walters China Market Survey Presentation Title|6Talent MovementCorporate Strategy and CommercialsAll rights reserved.55.56%17.37%9.72%13.89%Job Req CancelledClosed by External CandidatesClosed by Internal CandidatesLivePendin

13、gUnder the pressure of a 15%decrease in demand in the job market,we have analyzed the recruitment data for our clients and found that for the functions of Corporate Strategy and Commercials,there are more than 55%jobs hiring cancelled in 2023 while the final external hired portion is only 17%.Talent

14、 Career AspirationsIn the interviews with 387 candidates,we found that,in addition to vertical development within current positions,candidates generally have career planning in the following 4 aspects:Cross-functional experience:Professionals in corporate strategy and commercials seek cross-function

15、al experience to enhance their skillsets and broaden their understanding of the business.This involve moving between different internally or even transitioning to different industries altogether.International exposure:With the globalization of businesses,professionals shows strong motivation in seek

16、ing international exposure to gain a global perspective and expand their networks.This involve working on international projects,pursuing assignments in different countries,or even relocating to overseas offices.Specialization:In certain cases,professionals in corporate strategy and commercials may

17、choose to specialize in specific areas to further their careers.For example,they may focus on areas such as digital marketing,data analytics,or sustainability,depending on industry trends and demands.Leadership roles:As professionals gain experience and expertise in corporate strategy and commercial

18、s,they aspire to take on leadership roles such as Chief Strategy Officer,Director of Commercial Operations,or Vice President of Sales and Marketing.These roles involve overseeing strategic initiatives and leading teams to drive business growth.Presentation Title|7The strategic deployment of the over

19、all direction has been completed during the pandemic,leading to a relatively balanced business performance in the Chinese market in 2023.Building upon this foundation,the focus now is on achieving further growth.Talent MovementCorporate Strategy and CommercialsChemical&MaterialsThe market competitio

20、n in the Chemical&Materials is intensifying,and companies attractiveness to talents is constantly increasing.With the continuous emergence of technological innovations,talent mobility is also accelerating.Although the chemical industry has a high demand for talents,there is a relative shortage of hi

21、gh-level talents.Cross-disciplinary talents are highly sought after.With the cross-disciplinary development of the chemical industry,cross-disciplinary talents have become the target of competition among companies.They not only possess knowledge in the chemical but also have skills and knowledge in

22、other related fields,which can bring more innovation and opportunities to organizations.In conclusion,the talent movement in the chemical industry presents a diversified and complex characteristic.Companies need to strengthen talent cultivation and recruitment efforts while also paying attention to

23、the trends and patterns of talent mobility,providing a solid talent strategy for long-term development.Smart ManufacturingAs one of the strategic emerging industries,smart manufacturing showed the following talent movement trends:Strong demand for talent.With the rapid development of smart manufactu

24、ring,the demand for relevant talent continues to grow.Smart manufacturing involves multiple disciplines and technologies,requiring expertise and skills in automation,computer science,electronics,and information technology.Accelerated talent mobility.Technological innovation and industrial transforma

25、tion in the field of smart manufacturing have accelerated talent mobility.On the one hand,as the demand for talent increases,competition for talent becomes more intense.On the other hand,the trend of cross-disciplinary integration promotes talent mobility and cross-industry cooperation.Increased emp

26、hasis on talent training and recruitment.In order to meet the rapidly growing demand for talent in smart manufacturing,companies increase their efforts in talent training and recruitment.Through internal training and external recruitment,companies enhance their talent quality and innovation capabili

27、ties to adapt to the new trends and requirements of smart manufacturing development.Considering these changes,companies gradually increase the comprehensive requirements for candidates in business positions,transitioning from a focus on single product/market-oriented marketing talent to composite ta

28、lent.The demand for sales professionals with backgrounds in solution-oriented sales,digitalization,automation,and hardware/software is significantly increasing.All rights reserved.Presentation Title|8All rights reserved.Talent MovementR&D,Quality and Engineering&OperationsAccelerationSome MNCs are e

29、xpediting transactional work and relocating production and R&D centres to areas with lower costs or perceived lower risks.These companies typically require technically proficient talent with excellent communication skills,often with bilingual capabilities.Domestic companies are ramping up their effo

30、rts for overseas expansion.These companies,mainly in the new energy,automation equipment,automotive,and device sectors,seek candidates with a corporate background who also possess an entrepreneurial spirit and are bilingual,willing to work overseas.DecelerationIn 2023,the pace of business growth for

31、 many MNCs has shown signs of levelling off,and some are even experiencing contraction.This is primarily due to their cautious approach to the Chinese market,resulting in reduced investments.Additionally,several foreign companies have undergone organizational restructuring,leading to the elimination

32、 of regional positions or departments.Domestic enterprises have notably slowed down their development within the country over the past two years.Certain policies,particularly in industries like devices,have severely affected plans for financing and going public.Many small and medium-sized companies

33、are even facing the possibility of closure.Presentation Title|9Talent MovementProcurement&Supply Chain ManagementAll rights reserved.Due to factors such as trade protectionism,geopolitical conflicts,and economic uncertainties,the global supply chain is undergoing a deep restructuring.A Global Supply

34、 Chain Promotion Report released by the CCPIT reveals through comprehensive quantitative analysis that the current global supply chain development is characterized by regionalization,diversification,digitization,and greening.These changes also lead to corresponding adjustments in the recruitment str

35、ucture and skill requirements of enterprises.Traditional jobs have declined but still a major focus.Demand contraction,supply shocks,and weakening expectations have increased the pressure on company profits,leading to a series of personnel optimization measures.Meanwhile,existing employees maintain

36、a conservative attitude towards new positions,resulting in a decrease in voluntary exits and a significant decline(28%)in procurement and supply chain function demand.However,due to fluctuations in upstream raw material prices and increased requirements for procurement process management and control

37、,procurement recruitment still accounts for a significant portion(60%)of overall recruitment.Additionally,considering factors related to supply stability predictions,there is a contrary growth trend in demand for planning positions in the industrial sector compared to the previous two years.The dema

38、nd for improvement-oriented positions is temporarily on hold.In 2023,the economic environment is plagued by increased uncertainty,impacting the market valuation and financing situations of domestic and foreign-funded enterprises.Many industries have undergone a process of bubble bursting,leading to

39、organizational restructuring.Positions such as COE,Business Analysts,and Supply Chain Process Management had experienced a significant decline of 42%compared to the previous year.Cost reduction and efficiency improvement have become the top priorities for companies,emphasizing the need to ensure nor

40、mal business operations.Capability prioritization.Due to the impact of regionalization and diversification in supply chain procurement trends,companies have gradually begun to adopt a“capability-first approach to recruitment.They place more emphasis on candidates skills rather than superficial signa

41、ls such as prestigious alma maters or previous employers.This recruitment strategy aims to uncover talents that may have been overlooked in the past.Additionally,during the interview process,companies are placing a similar level of importance on soft skills as they do on hard skills.More and more em

42、ployers are seeking to hire candidates from diverse backgrounds who can bring different perspectives to the organizations.Supply chain ESG positions have started to appear in recruitment skill requirements.Driving global supply chains towards green and low-carbon transformation has become a global c

43、onsensus.The acceleration of green and low-carbon transformation has led to the implementation of higher environmental standards in production,procurement,and distribution in some countries and regions,thereby promoting the greening of supply chains.While there may not be a significant increase in d

44、emand for ESG positions in traditional manufacturing industries compared to the consumer industry,there is a growing involvement of ESG backgrounds and skills in recruiting positions related to supply chain procurement to varying degrees.Presentation Title|10Merge&AcquisitionGoing GlobalDeceleration

45、Green EconomyESGKey WordsAll rights reserved.Presentation Title|11Merge&AcquisitionConsolidation within the industry result in restructuring,redundancies,and people movement.A plenty of companies engaged in mergers and acquisitions,which had implications for various positions depending on the goals

46、of the merger and the presence of overlapping resources.The following 4 key areas were normally affected:Senior Management.Companies may streamline their leadership roles,resulting in potential changes or reductions in senior management positions.Redundant departments.Functions such as Finance and H

47、R that have overlapping responsibilities might be merged or downsized to eliminate duplication and improve efficiency.Inefficient roles and overlapping departments.Positions and departments that are found to be inefficient or have overlapping product or production responsibilities could face cuts as

48、 part of efforts to enhance efficiency and reduce costs.Sales and marketing teams.Optimization of sales and marketing teams may occur to eliminate redundancy and improve effectiveness.Decisions regarding downsizing are made with strategic goals in mind and careful planning.Efforts are typically made

49、 to retain key staff members and ensure a smooth transition for long-term success.All rights reserved.Presentation Title|12Recruitment Challenges in the M&A Phase*Robert Walters China Market Survey Recruitment challenges arise during mergers and acquisitions,including the following:Cultural Integrat

50、ion.Merging companies often have different organizational cultures,resulting in potential conflicts and difficulties in adaptation.Recruiting and retaining employees who align with the new culture and effectively coordinating the integration of different cultures pose significant challenges.Talent R

51、etention.Employees may experience uncertainty and concern about their roles and prospects during a merger,leading to a higher risk of talent loss.Recruiting and retaining key personnel becomes crucial to ensure the success of the merger.Resource Consolidation.Merged companies must integrate their hu

52、man resources,recruitment processes,and management systems to effectively utilize resources.Coordinating and optimizing resource allocation is a complex task that requires meticulous planning and execution.Addressing these challenges necessitates strategic recruitment efforts,including conducting cu

53、ltural assessments,implementing retention strategies,and establishing efficient resource integration processes.Effective recruitment practices during mergers and acquisitions are essential for promoting a smooth transition and fostering long-term success.Merge&AcquisitionConsolidation within the ind

54、ustry result in restructuring,redundancies,and people movement.All rights reserved.Presentation Title|13To address global talent challenges,many players,including Chinese enterprises,have adopted a more globalized talent perspective,which brings potential opportunities for both company development a

55、nd talent acquisition.Some of these opportunities include:Expanding the talent pool available to the company.Providing more opportunities and support for employees to achieve their career aspirations.Enhancing the ability to effectively utilize the talents available within the organization.However,t

56、here are challenges in realizing these opportunities,such as:Weak infrastructure within companies,making it difficult to comprehensively analyse and evaluate the availability of talent both internally and externally on a global scale.This often leads to localized recruitment strategies for globalize

57、d enterprises.Existing HR departments often focus more on local talent or specific skill sets and may not be equipped to address global or cross-border talent supply issues.Existing global talent deployment departments may operate independently from HR and talent management,potentially resulting in

58、a lack of timely and effective support for employee cross-border mobility.Overcoming these challenges requires a holistic approach that integrates talent acquisition,management,and deployment on a global scale,ensuring that the right talents are identified,developed,and deployed to drive the growth

59、and success of the organization in the global marketplace.All rights reserved.Here are some key considerations in HR area generated by the interviewees whose employers have overseas expansion or going global strategy:Global talent acquisitionCultural competencyLanguage proficiencyGlobal leadership d

60、evelopmentCross-cultural collaborationTalent retention and engagementSuccession planGoing GlobalFacing the corporate strategy for overseas expansion and going global,talent is a crucial aspect that needs to be considered.Presentation Title|14DecelerationThe impacts of industrial economy deceleration

61、 on talent movement and recruitment are summarized:Reduced job opportunities:During the deceleration,companies cut back on hiring and even implement layoffs.This result in a decrease in job opportunities for both domestic and international talent.Increased competition for jobs:With fewer job opening

62、s available,the competition for available positions are intensify.Job seekers face more challenges in finding employment and need to enhance their skills or qualifications to stand out.Talent retention:Companies implement cost-cutting measures during an economic downturn,which include reducing emplo

63、yee benefits,freezing salaries,or implementing layoffs.It impact talent retention,as high-performed employees look for more stable or better-paying opportunities elsewhere.Shift in talent demand:As industries experience a deceleration,the demand for certain types of talentdecrease.For example,indust

64、ries heavily dependent on manufacturing see a decline in demand for production workers,while industries focused on technology,or services continue to seek talent in those areas.Emphasis on reskilling and upskilling:During the deceleration,companies prioritize reskilling or upskilling their existing

65、workforce instead of hiring new talents.This leads to a shift in recruitment strategies,with a focus on training and development programs for current employees.All rights reserved.Presentation Title|15All rights reserved.GreenEconomyIn 2023,the industrial economic environment in China faced signific

66、ant challenges.However,despite this,the Chinese economy will continue to maintain a stable development trend.This achievement depends on the proactive promotion of the country in the new industrialization process and the accelerated construction of a new development pattern.For professionals in rela

67、ted industries,this means that despite the immense challenges,there are still significant opportunities for growth and development.In 2024,the country will continue to focus on supporting the recovery and development of the industrial sector,particularly in the areas of technological innovation and

68、green transformation,by accelerating the pace and strategic layout.The National Development and Reform Commission has released the Guidance Catalog for Industrial Structure Adjustment(2024 edition),focusing on the high-end,intelligent,and green development of the manufacturing industry,providing gui

69、dance and support at the national level.In 2024,there will be a continued demand for highly skilled talents in industries such as industrial robotics/intelligent consumer devices and other general equipment manufacturing.Traditional industries such as petroleum and petrochemicals,steel,non-ferrous m

70、etals,construction,machinery,automobiles,light industry,and textiles account for nearly 80%of the value-added in the entire manufacturing industry,serving as an important foundation to support the development of the national economy and meet the needs of peoples lives.However,at the same time,proble

71、ms of being large but not strong,and comprehensive but not refined are particularly prominent.There is an oversupply of low-end products and a shortage of high-end supply,weak innovation capabilities,an unstable industrial foundation,and insufficient concentration of resources.It requires promoting

72、enterprises to accelerate quality transformation,efficiency transformation,and power transformation to achieve transformation and upgrading.With the development of technology,the emergence and application of new energy and new materials have a profound impact on the manufacturing industry.On the one

73、 hand,the emergence of new materials can reduce manufacturing costs and improve production efficiency.For example,the widespread application of high-performance materials such as carbon fiber composites and titanium alloys can reduce reliance on traditional metal materials,lower production costs,and

74、 improve product quality and performance.On the other hand,the application of new materials can promote the transformation and upgrading of the manufacturing industry,creating new employment opportunities.For example,with the emergence and application of environmentally friendly materials such as bi

75、odegradable plastics,the manufacturing industry is transitioning to green manufacturing,leading to an increasing demand for environmentally friendly materials and creating new job opportunities.In summary,material innovation can promote the transformation,upgrading,and sustainable development of the

76、 manufacturing industry.In particular,there is a shortage of business talents in the field of specialty chemicals,with a high demand for talents in innovative product business development,product line management,and sales management positions.Presentation Title|16All rights reserved.China Industrial

77、 has made significant progress in its Environmental,Social,and Governance(ESG)development roadmap.Here are the 2023 key words about ESG:Policy and regulatory frameworkRenewable energy and low-carbon initiativesSustainable finance and green bondsSocial initiatives and poverty alleviationCorporate gov

78、ernance reformsESG reporting and disclosureESG talents are expected in various sectors and roles,which are also the core talent sources for corporate recruitment:Sustainability and ESG Consulting.Many consulting firms specialize in providing sustainability and ESG advisory services.These firms emplo

79、y professionals with expertise in sustainable business practices,ESG reporting,and stakeholder engagement.Corporate Sustainability and ESG Departments.Large corporations often have dedicated sustainability or ESG departments.ESG Research and Ratings Agencies.ESG research and ratings agencies assess

80、companies ESG performance and provide insights to investors.Responsible Investment and Asset Management.Responsible investment firms and asset management companies integrate ESG factors into their investment strategies.NGOs.Nonprofit organizations and non-governmental organizations working in sustai

81、nability and social impact hire ESG talents to drive their initiatives.These organizations focus on areas such as environmental conservation,social justice,and human rights.Academia and Research Institutions.Universities and research institutions have ESG-focused programs and centres that conduct re

82、search and provide education in sustainability and ESG.Its important to note that ESG talents can come from diverse backgrounds and possess a range of skills,including sustainability knowledge,data analysis,stakeholder engagement,communication,and strategic thinking.As ESG practices continue to grow

83、 in importance,the demand for ESG talents is expected to increase across industries and sectors.ESGThere is a growing involvement of ESG backgrounds and skills in recruiting positions.Presentation Title|17All rights reserved.All rights reserved.In order to achieve high-end,intelligent,and green deve

84、lopment in the traditional manufacturing industry by 2027 and enhance competitiveness in the global manufacturing industry,there will be more opportunities for new business positions released in 2024 and 2025 to further promote green and low-carbon transformation,strengthen industrial waste utilizat

85、ion,integrate the concept of the digital economy,and integrate electronic information manufacturing into the manufacturing industry.Considering this,the recruitment trends in 2024 will continue to strengthen in the areas of new materials,intelligent manufacturing,and solution-related demands,and the

86、 cross-industry mobility of talents will continue to increase.There will be a more urgent demand for sales talents with composite skills.Candidates also need to continuously improve and enhance various skills to meet the changing market demands.Enterprises also need to cultivate composite talents in

87、ternally in the long term to meet the changing market trends and should adopt a more open mindset to accept candidates from different industries,thus adding vitality to the transformation of enterprises.2024 Recruitment OutlookPresentation Title|18All rights reserved.In 2024,several notable trends e

88、merged,reshaping industries and affecting the dynamics of talent.Here are some key areas where these trends are observed:Smart Manufacturing.The implementation of IoT technology played a significant role in enhancing production efficiency through the use of smart sensors and devices.Additionally,AI

89、and machine learning were utilized to optimize production processes,particularly for customization purposes.Digital twins,which simulate processes,were employed to improve product design.Sustainability also gained attention,with a focus on adopting green production practices.Chemical Materials.The i

90、ndustry saw the rise of high-performance materials that catered to advanced industrial needs.Bio-based materials gained popularity as they promoted environmental sustainability.Smart materials,capable of responding to external stimuli,were utilized for innovative applications.Furthermore,the adoptio

91、n of green chemistry principles helped optimize production processes,ensuring efficiency and minimizing waste.Smart Building.The integration of systems within buildings led to improved efficiency and safety.IoT technology enabled remote monitoring and management,allowing for effective building opera

92、tions.AI was also implemented to enhance energy efficiency and provide better comfort for occupants.During these transformative years,adaptability and continuous learning became crucial for both individuals and employers.Navigating changes and seizing opportunities required embracing change and valu

93、ing diverse talents.In 2024,challenges and prospects coexisted,and success hinged on the ability to embrace change and leverage the skills and perspectives of a diverse workforce.2024Presentation Title|19Robert Walters China Industrial Recruitment Specialist Doris LiuLead of Industrial Sales&Marketi

94、ngE:Doris.LSilvia XuLead of Procurement&Supply ChainE:Silvia.X Javen YuLead of Human ResourcesE:Javen.YAnne XuLead of Engineering&OperationsE:Anne.XGordon DingLead of Legal&FinanceE:Gordon.DLuna HanLead of Tech and TransformationsE:Luna.HAll rights reserved.Robert Walters China Industrial profession

95、al recruitment team builds a strong resources with rich experienced talents in the market.Our consultants experience and industry knowledge,combined with our reputation for service delivery and our ability to source locally and globally,ensure we meet the demands of both clients and candidates.Wheth

96、er youre a hiring manager seeking talent,or youre a professional in search of your next career move,well listen to your specific requirements and connect you with people who are on your wavelength.Many of our team have personal experience working in industrials so we speak your language and have the

97、 connections to solve your permanent recruitment needs.We have the latest facts,trends and inspiration you need.Find your professional recruitment experts here.Shanghai-based TeamPresentation Title|20Robert WaltersAt Robert Walters,we offer a bespoke consultative service to our clients and candidate

98、s.We take the time to listen to your needs,and then source the best talent in the market.Because we focus on building long-term relationships,we always have exceptional talent to offer to you.Our dedicated teams form a comprehensive network across a wide range of industries,offering you access to highly skilled professionals from both active and passive markets.Follow us on WeChatAll rights reserved.