China
Salary & Employment Outlook
2017
will increase
headcount
48%
FIND OUT WHAT
YOU’RE WORTH
IN THIS REPORT
Rise of
domestic
brands
Page 05
Tech growth
to boost Asia’s
job market
Page 06
Worldwide leaders in specialist recruitment
michaelpage
salary increases
expected
6-10%
2017 China Salary & Employment Outlook|3
Seizing New Opportunities
Key Trends
Made in Asia: Rise of Domestic Brands
Tech Growth to Boost Asia’s Job Market
Strong Employer Branding: A Key to Success
Numbers at a Glance
China Overview
Insights & Salary Benchmarks
Digital
Engineering & Manufacturing
Finance
Financial Services
Human Resources
Information Technology
Legal
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05
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07
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47
51
58
62
66
Contents
Marketing
Procurement & Supply Chain
Property & Construction
Retail & Sourcing
Sales
Secretarial & Offce Support1321
28
31
36
4|2017 China Salary & Employment Outlook
Seizing new opportunities
Healthcare, technology and digital
sectors earmarked for growth in Asia
Companies in Asia are ramping up efforts to seize growth opportunities
in the region, despite slightly weaker global economic sentiment. By
investing heavily in mobile-technology start-ups and other innovations,
including fnancial technology (fntech) services, employers are creating
new positions with an emphasis on digital skills. Hiring is expected to
continue to grow in the next 12 months across the technology sector.
Likewise, the healthcare sector is expected to be a bright spot in 2017,
due largely to ageing populations as well as a higher demand for quality
services. Countries across Asia are expected to continue building up their
healthcare systems, resulting in an increase in hiring demand for qualifed
professionals across the board.
Digital also shows no signs of slowing down, as companies continue to
build up their online platforms and e-commerce capabilities.
In terms of hiring intentions, 44% of employers surveyed across China,
Hong Kong, Taiwan, Indonesia, Malaysia, and Singapore said they would
be increasing their company headcount; while 49% said they would
maintain their current headcount. Mid-level employees appear to be the
most sought-after by companies (60%).
Contracting appears to have risen in popularity as a talent solution. In
Hong Kong and Singapore, more than half (60%) of companies surveyed
currently use contractors, primarily to overcome challenges in permanent
headcount approvals. Currently, most contractors are in operations,
technology, fnancial services (refecting the tightening sector) and
business support/administration positions.
Overall, salary increases in Asia are expected to remain modest – almost
half surveyed (48%) indicated that the average increment within their
companies in the next 12 months will be between 1 and 5%. While
employers have agreed that salaries are an important retention tool, other
popular employee engagement initiatives include opportunities for career
progression and learning and development.
Throughout the region, diversity and inclusion (D&I) continues to play
an important part in company programmes. D&I’s popularity in Asia has
been on the rise as companies become more aware of the benefts in
having different perspectives and skills in their teams. Forty-four per cent
of employers in mainland China, Hong Kong, Taiwan, Indonesia, Malaysia
and Singapore said they were strongly committed to D&I initiatives.
The breadth of D&I coverage in Asia is slowly beginning to evolve as
well, developing from an emphasis on purely gender to cover other
less-represented groups. Currently, over half (53%) of D&I programmes
in the region are primarily focused on gender, followed by age (42%) and
minority ethnic groups (34%).
Made in Asia: Rise of domestic brands
Asian-headquartered companies have
become increasingly competitive with
their employee value propositions
Across most of Asia’s diverse markets, competition for talent is more
intense than ever as domestic brands — historically seen as second
place to overseas multinationals, as far as candidate preferences are
concerned — compete with their foreign counterparts for top candidates.
The only exception, it appears, is Japan, where working in a well-
established domestic frm, like the Toyotas and Panasonics of the
country, is seen as more prestigious and stable than top foreign
multinationals. Professionals who hope to gain international experience
would rather choose to join a local frm and opt for an overseas transfer
than join a foreign company.
Outside of Japan, the rise and globalisation of domestic brands in other
parts of Asia have caught the eye of many employees, who now see the
potential and advantages of joining a local frm.
Mainland China, in particular, has seen the meteoric rise of various local
brands, now multinationals in their own right and visible to the world.
Of these organisations, 21, including Internet giant Alibaba and online
travel agency Ctrip, have been listed in Forbes’ Asia’s Fab 50 Companies
list. The list also includes companies in Hong Kong, Taiwan, Thailand,
Indonesia and Malaysia.
Successes and challenges
For many domestic companies, success usually comes from ensuring
compatibility between products/services offered and market demands
as well as localising their talent pool to leverage employees’ market
knowledge, among other reasons.
However, many face the perennial challenge of fnding candidates who
have an international perspective, strong knowledge of local markets
and the requisite language skills. As they fnd success within their home
countries and look to expand overseas or execute successful IPOs (initial
public offerings), the search for talent would have to be taken a step
further — this means acquiring true Asian knowledge plus experience in
other markets.
In the past, domestic brands have had to work hard at making
themselves more attractive to prospective hires, be it through creating
a more international corporate culture, introducing better pay/benefts,
and ensuring clearer project and performance management processes.
This is working in China where 44% of domestic employers surveyed
said they would provide increments of 6-10%, almost on par with foreign
multinationals (46%).
Those who are highly successful at hiring have two secrets to success:
they simply hire the right people for the job — those who have the right
skill sets and share company values — and they fgure out the most
effective platforms to engage their target audiences.
3 WAYS TO HIRE THE RIGHT PEOPLE
1. PROMOTE YOUR COMPANY VALUES. Does your culture
reward teamwork or competitiveness Or do you value
customer service, creativity or innovation Promoting your
company values will help attract like-minded individuals and
increase the likelihood of fnding the perfect match.
2. HAVE A COMPELLING EMPLOYEE VALUE
PROPOSITION (EVP). Top performers want to know what
sets your company apart. What does it stand for How is
achievement recognised and rewarded Aim to promote
these attributes through your online platforms, public
relations or even word-of-mouth. Remember to separate your
employment brand from your consumer brand.
3. BE OPEN-MINDED. Often, the best candidates exist outside
of your industry. A high-potential candidate with strong
transferable skills will often do well even in another industry,
when given the right training. They may also bring with them
new and innovative perspectives that will help move your
business forward.
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