2024年全球勞動(dòng)力洞察報(bào)告：應(yīng)對(duì)技能短缺與迭代（英文版）-瀚納仕Hays

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THEWORKFORCEOFTHEFUTURE:

Navigatingtheskillsdisruption

2

CONTENTS

INTRODUCTION3

FOURGLOBALMEGATRENDS

SHAPINGTHETALENTSEARCH4

WHATDOESSUPPLYAND

DEMANDLOOKLIKEIN2024?5

INDUSTRYSPOTLIGHTS:

TECHNOLOGY8

ENGINEERING15

BANKING,FINANCIALSERVICESANDINSURANCE(BFSI)22

MANUFACTURING29

LIFESCIENCES36HOWHAYSCANHELPYOU43

METHODOLOGYFORACQUIRING

ANDANALYSINGTHEDATA44

INTRODUCTION

Talentshortageshavebeencausingcross-industrydisruptionforyears.Withorganisationsunabletoleveragekeyskills,productivitylevelsplateau,opportunitiesforinnovationaremissedandlong-termgrowthisimpacted.

So,howdowetakeactiontotacklethesupply-demandgapandgiveyouthecriticalinsightsnecessarytoaccessthe

talentyouneed?

Thisreportdivesintoavast,globaldatasetof2024joblistingsandcandidateprofiles.Inanefforttotrulyunderstandand

interrogatethesupply-demandgapanddeducethenextstepsforyourorganisation,we’lloutlinekeyinsightsforfive‘resilient’industries.

We’veselectedtheseindustriesbasedonhowthey’readaptingtorapiddigitaltransformation.Theyallhaveaglobalpresence,astronghiringintentandexcitingopportunitiesforgrowth–providingtheycangetthebesttalentonboard.

Focusingontechnology,engineering,banking,financialservicesandinsurance(BFSI),manufacturingand

lifesciences,thisreportwillapplyagloballens.We’lllookatthemost-in-demandjobsbyindustryandoutlinethetoptalentnetworksacrosstheworld.We’llidentifythelocationswiththemostprevalenttalentdeficitsandexploretheemergingtalentnetworksthatcouldsupportyourorganisation’sfuturegoals.

Thisreportdivesintoavast,globaldatasetof2024joblistingsandcandidateprofiles.

3

FOURGLOBALMEGATRENDS

SHAPINGTHETALENTSEARCH

Lookingattheglobalpicture,therearefourmacrochallengesthatuniteourfiveresilientindustries.Aswetalkyouthroughthedata,we’lloutlinehowadjustmentstoyourtalentstrategywillhelpyouovercomethesechallenges.

RESHAPINGWORKFLOWSTO

ALIGNWITHINDUSTRY-DEFINING

DIGITALTRANSFORMATION

?Predictingandpipeliningfortheskillsneededoverthenext·10years.

?Upskillingtheexistingworkforcetoleverageautomation,artificialintelligence(AI)and

machinelearning(ML).

FIGHTINGFORTHESAMEHIGHLYSKILLEDTALENT,INTHESAMENETWORKS

?

Payingapremiumforin-demandskills.

?

Strugglingtoretainandre-engagehighperformers.

MEETINGTHEEVOLVINGEXPECTATIONSOFWORK

?Findingandutilisingtherighttalent,forrightwork,intherightlocation.

?Leveragingestablishedandemergingtalentnetworksacrosstheglobe.

the

ADAPTINGTOTHECHANGINGWORKFORCEMODEL

?Developingeffectiveenvironmental,socialandgovernance(ESG)anddiversity,equityandinclusion(DE&I)initiatives.

?Offeringflexibleworkingopportunities.

4

WHATDOESSUPPLYAND

DEMANDLOOKLIKEIN2024?

Globalsupplyanddemand*

57M

peopleworkingintechnology

853k

openjobsadvertisedintechnology

112M

peopleworkinginengineering

877k

openjobsadvertisedinengineering

46M

peopleworkinginBFSI

843k

openjobsadvertisedinBFSI

<>

27M

peopleworkinginmanufacturing

620k

openjobsadvertisedinmanufacturing

5M

peopleworkinginlifesciences

80k

openjobsadvertisedinlifesciences

Whattheseglobalfiguresshowisthatacrossallfive

industries,thereisasignificantsupply.Ifthistalentwasredistributed,itcouldstarttoclosethesupply-demandgap.Butofcourse,it'snotquitethatsimple.

Therearenumerousfactorstoconsider.Forinstance,

our‘supply’dataincludesprofessionalswhoarecurrentlyemployed.Nottomentionthatmost–ifnotall–oftoday’sroleswilldemandacertainlevelofdigitalliteracy.For

somemoreseniortalent,thiscouldbechallenging,frombothachangemanagementandanabilityperspective.

Similarly,morejuniortalentisn’tlikelytohavethesame

breadthanddepthofknowledgeastheirpredecessors.It’saboutfindingcandidates,withtherightskillset,intherightplace,tomatchtheworkthatneedstobedone.

Byimplementingaglobaltalentstrategy,you’ll

dramaticallyboostyourchancesoffindingthatfit.You’llgainaccesstoabroaderpoolofhighlyskilledcandidates.You’llstarttoconsidernetworksthathavepreviouslybeenoverlooked–andassuch,couldevensourcemorecost-competitivetalent.

*Figuresareroundedupordownasappropriate.

Ofcourse,leveragingaglobalnetworkoftalentisn’teasyorrisk-free.Itwillrequireresearchintothe

taximplicationsandcross-borderlegalities.You’llneedtoconsiderthebridgingofregion-specificqualifications,languagebarriersandeventhe

culturalnuances.Butultimately,itwillbeworthittoplugthetalentdeficits.AndHayscanhelp.

Fromdeterminingwhenit’sbesttosource

permanentemployeesorleveragecontingent

workers,tofindingtherightbalanceofjunior,mid-careerandmoreexperiencedworkers,youneedtoblendfreshperspectiveswithlegacyknowledge.Gainingaccesstospecialistskillswillbreed

innovation,adaptability–andcrucially,growth.

5

WHATCANWELEARNFROMTHE

GLOBAL,CROSS-INDUSTRYDATA?

USAandChina

dominatethetopofthecharts

acrossallfiveindustries,forbothsupplyanddemand.

IndiaandColombia

emergeasthemostcost-competitivetalentnetworksinallfiveindustries.

Aroundhalfofthe

globalworkforcehas

over8years

ofexperience.

Engineeringcurrentlyhasthehighestvolumeoftalent,withanaverageof

21

industryprofessionals

perrole,acrosstheglobe.

RomaniaandHungary

arebothcost-effectivecountriesforEuropeantalentinallfiveindustries.

6

WHATCANWELEARNFROMTHE

GLOBAL,CROSS-INDUSTRYDATA?...CONTINUED

Acrossallfiveindustries,ourdatashowsthatroughlya

quarterofeachindustry’sglobalworkforcehas0-3yearsofexperience,andanotherquarterhas4-7yearsofexperience.Theremaining50%hasovereightyears’experience.In

principle,thissplitshoulddelivertheagilityrequiredtoflextoevolvingchallenges–butthat’stheglobaloutlook.

Whenwedrillintoourdata,you’llnoticethat,formany

countries,asignificantproportionoftheirworkforceshaveovereightyearsofexperience–someupwardsof75%.

Thisshouldbeseenasanearlywarningsign.Withoutastrongpipelineofemergingtalent,anetwork’svaluehasanexpirydate.

Whereandhowwilltheworkgetdone?Willyoumovetheworkortheworker?Aconsideredlocationstrategywillbeakey

componentinhelpingyourorganisationrealisethepotentialofglobaltalent.Afterall,organisationsrarelyhavetheresource,timeordesiretoconductaworldwidesearchforskills.You

needastrategythathelpsyoudeterminewherecertainskills'sit'andatwhatcost.Iftheyoperateinareaswhereyoudon’thaveaphysicalpresence,you’llalsoneedtoassessthe

viabilityofgrowingintheseregions.

Tostreamlinethisprocess,we’lloutlinewhichcountries

havethemostrobusttalentprofiles.We'llalsoexplorewhich

networksarelikelytobethemostcost-competitiveand

considerthepracticalitiesofforgingbusinessrelationshipswiththesecountries.Bysharingactionableadvice,we’llshowyouhowtoleverageourinsightstodetermineyourfutureplans.

Let’sstartdevelopingyour

globaltalentstrategy,together.

Youneedastrategythathelpsyoudeterminewherecertainskills'sit'andat

whatcost.

7

THETECHNOLOGY

INDUSTRYSPOTLIGHT

8

TECHNOLOGY

HAYS’CURATEDTOP10

In-demandandemergingroles

01

02

03

04

05

06

07

08

09

10

Project/ProgrammeManagerSoftwareEngineer

SystemsEngineer(includingembeddedsystems)DevOpsEngineer

DataAnalyst/Scientist

SystemsandSolutionsArchitectInformationSecuritySpecialistBusinessAnalyst

CloudSystemArchitect/SpecialistAccount/SalesManager

Withthebusinessdemandforsystemstobemoreeffectiveandmoreefficient,engineers–ofallspecialisms–willcontinuetobevaluable

assetstomanyorganisations’techfunctions.We’realsoseeingahighvolumeofrolesininformationsecurity.Interestingly,whatwe’reyet

toseetranslateintohighdemandareAI-specificroles.Instead,thisis

formingelementsofexistingspecifications.We’reanticipatingthatasAIrequirementsbecomemorecomprehensiveanddefinedtheseroleswillemergeinfarhighernumbers.ProjectManagerswillalwaysbehighuponthelist–weseethisasan'evergreen'hiringrequirement.Similarly,AccountandSalesManagers,withanoftenharder-to-definesetof

desiredskills,canbechallengingtosource,butcertainlyremainacriticalroleintheindustry.

So,whatareyourbestoffshoringandoutsourcingopportunities?Ofthelist,softwaredevelopment/engineering,cloudanddatascienceskills.

Justoutsideofthislist,testingisanotherhighlysought-afterrequirementthatcouldbeleveragedwithaglobaltalentstrategy.

ScottCameron

GlobalHeadofServiceDelivery,EnterpriseSolutionsatHays

TOPTALENTNETWORKS*

TECHNOLOGY

TALENTNETWORKS

01US

02China

03India

04Germany

05Brazil

*Basedonsupplycount.

MOSTPREVALENTTALENTDEFICITS*

01NewZealand

02Canada|Portugal

03UK

04Australia|Chile

05Ireland|NetherlandsPoland|Switzerland

*Basedonfewestindustry

professionalsavailableperrole.

TOPEMERGING

TALENTNETWORKS*

01Colombia

02Malaysia

03HongKong

04India|Singapore

05Poland

*Basedonlargestproportionof

professionalswith0-3yearsofexperience.

10

TECHNOLOGY

TALENTNETWORKS...CONTINUED

Thetopfivetalentnetworksfortechnologyareunlikely

tocauseshockwaves,withlongestablishedtalenthubs

inSiliconValleyandBerlincontributingtotheirsustained

success.However,whatisinterestingishowmanycountriessharethetopspotsfortalentdeficits.These10countries

havebetweenjustoneandsixprofessionalsworkingintheindustryperopenrole.

Encouragingly,therearesignsthatsomeofthesedeficitsarebeingaddressed,withPolandfeaturinginthetopfiveemergingtalentnetworkstoo.

Infact,Polandisoftencitedasacountryboastingmoreskillsandsimplerroutestocross-bordertrade.ThankstoitsplaceintheEuropeanUnion,itshighvolumeofSTEMgraduates,

itsproximitytoothertalenthubsanditshealthyinvestmentsfromindustrygiantsandgovernmentalike,thisisatalent

networkthatshouldremainfirmlyonyourradar.Butasitsvaluecontinuestoberecognisedglobally,itisn'tascostcompetitiveasitoncewas.

TheanomalyinourtechnologydatasetistheNetherlands,wherejust7%oftalenthas0-3years’experienceand78%hasovereightyearsofexperience.Thismaygosomewaytoexplainwhyitsaveragesalaryis$52,090–significantlyhigherthantheglobalaverageof$42,599.Evidentlya

suitablenetworkforspecialist,seniortalent,ifyou’re

planningtoleverageDutchworkers,youshouldconsider

complementingthiswithjuniortalentfromanotherlocationinordertooffsetthecost.

These10countrieshavebetweenjustoneandsixprofessionalsworkingintheindustryperopenrole.

TOPTALENTNETWORKS*

01US

02China

03India

04Germany

05Brazil

*Basedonsupplycount.

MOSTPREVALENTTALENTDEFICITS*

01NewZealand

02Canada|Portugal

03UK

04Australia|Chile

05Ireland|NetherlandsPoland|Switzerland

*Basedonfewestindustry

professionalsavailableperrole.

TOPEMERGING

TALENTNETWORKS*

01Colombia

02Malaysia

03HongKong

04India|Singapore

05Poland

*Basedonlargestproportionof

professionalswith0-3yearsofexperience.

11

TECHNOLOGY

THEMOSTCOST-EFFECTIVETALENTNETWORKS*

40%

53%

53%

Mexico

$19,624

●

22%

28%

India

$9,309

25%

33%

Romania

$14,260

55%

42%

Hungary

$20,048

22%

35%

0-3yearsofexperience4-7yearsofexperience8+yearsofexperience

23%

23%

Malaysia

$22,048

*Basedonthelowestaveragesalaries,cross-referencedagainsttheirexperiencesplits.

23%

24%

So,whereshouldyoubefocusingyoursearchfortalent?Whichcountriescanoffermorerobusttalentprofilesandarecost-competitive?

Ifyou’replanningtooffshoreelements,orindeedentirefunctions,timeandresourcewillneedtobeinvestedtoensureyouarelegallycompliant.Youmightevenwanttoestablishaphysicalpresenceinyourpreferredtalentnetworks.Assuch,it’slogicaltofocusonlocations

whereyoucanbuildlong-termrelationships.

Balancingcostandexperience,themostresilient

locationsthatemergeareIndia,Romania,Mexico,

Hungary,andMalaysia.Interestingly,Franceoffersa

similarexperiencesplittothesetopfive,butitcomesatapremium.Theaveragesalaryfortechtalenthereis$40,562,meaningsomerolescouldseeyoupaydoubleforkeyskills,whencomparedtolocationslikeHungary.

12

TECHNOLOGY

THEMOSTCOST-EFFECTIVETALENTNETWORKS...CONTINUED

With60%oftheworkforceinCzechRepublichavingover

eightyearsofexperienceandanaveragesalaryof$27,777,it'saseriouscontenderforcost-competitive,seniortalent.However,whenlookingtothelong-term,it’simportantto

considerthefutureavailabilityofskills.Withjust16%of

workershaving0-3yearsofexperience,you’llneedtothinkabouteitherestablishingaconnectionwithanotherlocationorbuildingrelationshipswithlocaleducationalinstitutestonurtureearlycareerstalent.

Indisputably,Indiaisoneofthestrongestcontendersfortechtalent,bothintermsofitstalentprofilethatspansallexperiencelevels,anditsaveragesalaryof$9,309.Widelyrecognisedforthis,it’scertainlyapopularlocation.

However,seenmoreasanemergingnetwork,withan

averagesalaryof$13,723,Colombiaisthesecondmostcost-competitivenetworkfortechtalentinourdatasetandcouldalsoofferafruitfulsolutiontoyourskillsshortages.

Culturallyconsideredasanentrepreneurialnetwork,it’s

recognisedthedemandandisclearlyworkinghardtomeet

it,with56%ofitstalenthaving0-3yearsofexperience.

EstablishinganearlyrelationshipwithColombiacouldputyouaheadofyourcompetitors.Withtherightinvestment,it’ssettobeafuturepowerhouseoftechtalent.

Establishinganearly

relationshipwithColombiacouldputyouaheadof

yourcompetitors.Withtherightinvestment,it’ssettobeafuturepowerhouseoftechtalent.

13

TECHNOLOGY

YOURNEXTSTEPS

Reviewyourbusinessobjectivesandprojectpipelinetofindtherightpeopleforthework.Prioritiseskills-basedhiring.Recognisetheneedfornicheskillsandtheopportunities

offshoringbringsinsourcingthislimitedtalent.

STEP

01

Refineyourvalueproposition.Keeptherecenthire-and-firecyclesfrontofmind.Talentislikelytoseeacareermoveashigh-risk.Givethemclearandcompellingreasonstotrustandchooseyourorganisation.

Takeownershipofthesupply-demandgapchallenge.Becomeatalentcreatoraswellasaconsumer

byimplementingHire-Train-Deployandinternalupskillinginitiatives.

STEP

02

STEP

03

w

14

拿

THEENGINEERING

INDUSTRYSPOTLIGHT

15

ENGINEERING

HAYS’CURATEDTOP10

In-demandandemergingroles

01

02

03

04

05

06

07

08

09

10

AutomationEngineer

EmbeddedSoftwareEngineer

ElectronicEngineerChemicalEngineerReliabilityEngineer

Systems/SoftwareEngineer

ProjectEngineer

MaintenanceEngineerManufacturingEngineer

QualityandAssuranceEngineer

TheprolificriseofAIhassignificantlyinformedourtop10.

Unsurprisingly,it’salsoblurringthelinesofthetechnology

andengineeringindustries.Withethicalandqualitycontrol

concerns,weareseeingtheneedformorerolesdedicatedto

themonitoringandmanagementofAI-poweredsolutions.

Fallingjustshortofthelist–butstillgrowingindemand–

areroleslikeRoboticsEngineerandEnvironmentalEngineer.

SimilartoAI,automatedsystemswillstillneedmaintenance,

programmingandsupervisiontoensuresafety,securityand

optimalperformance.Meanwhile,reflectingtheneedforclimateaction,asmoresustainablepracticesbecomeexpected–andenforced–weanticipate‘green’rolestoaccelerateatpace.

Asthisrapidevolutioncontinues,earlycareersstrategiesmustnotbeoverlooked.Organisationsneedtotake

ownershipanddeliverskills-basedtrainingforbotheducationleaversandthosewithadjacentindustryskills.

PaulGibbens,

UK&IDirectorofEngineering,Hays

TOPTALENTNETWORKS*

ENGINEERING

TALENTNETWORKS

01US

02China

03India

04Brazil

05Germany

*Basedonsupplycount.

MOSTPREVALENTTALENTDEFICITS*

01NewZealand

02Switzerland

03Chile|NetherlandsPortugal

04UK

05Canada

*Basedonfewestindustry

professionalsavailableperrole.

TOPEMERGING

TALENTNETWORKS*

01Malaysia

02Colombia

03India

04HongKong

05Singapore

*Basedonlargestproportionof

professionalswith0-3yearsofexperience.

17

18

ENGINEERING

TALENTNETWORKS...CONTINUED

Featuringinthetop10forbothtalentdeficitsandemergingnetworks(#6)inengineering,Chilelookstoberecognisingitstalentgapandwe’reseeingthisbeingpluggedwithahealthypipelineoffuturetalent–31%ofitsworkforcehas0-3yearsofexperience.Thisislikelytohelpeasethedemandintime,butrightnow,therearejustsixprofessionalsworkingintheindustryperoneopenrole.

Bybroadeningthenetandapplyingagloballenstoyour

talentsearch,ourdatashowsthatthisbolsterstheaveragecandidatesperroleto21.Youcansoonseethevaluein

exploringothernetworkstostrengthenyourtalentpipeline.

Oftheothercountrieswiththemostprevalenttalentdeficits,we’reseeingprogressisbeingmade.Withbetween19-23%oftheirworkforceswith0-3years’experience,NewZealand,Switzerland,Portugal,theUKandCanadaareallmakingaconcertedefforttosupporttheirtalentpipeline.

Whilethisshowspromiseatatimewhenanageingworkforceiscausingindustry-wideconcern,anotherkeypartofthe

engineeringindustry'sfuturemustbeimplementinginitiativestoaddressthegendergap.Accordingtoourdataset,the

globalgendersplitis30%women,70%men.ThisdivideismostprominentinJapan(20%women),India(21%women),theUK(23%women),Hungary(24%)andGermany(24%).

ThetalentmixintheNetherlandsforengineeringissimilar

tothatofthetechnologyindustry.Just9%ofitsworkforce

has0-3yearsofexperienceand75%hasovereightyears’

experience.Thissuggestsleveragingthistalenttodaymay

wellhavemerit,especiallyifyourprojectsrequiremore

experiencedtalent.However,ifyourorganisationisbasedintheNetherlandsorrelyingonDutchtalent,you’lllikelyneedtolookbeyondtheseborderstofuture-proofyourtalentstrategywitharobustrangeofexperienceandperspectives.

TOPTALENTNETWORKS*

01US

02China

03India

04Brazil

05Germany

*Basedonsupplycount.

MOSTPREVALENTTALENTDEFICITS*

01NewZealand

02Switzerland

03Chile|NetherlandsPortugal

04UK

05Canada

*Basedonfewestindustry

professionalsavailableperrole.

TOPEMERGING

TALENTNETWORKS*

01Malaysia

02Colombia

03India

04HongKong

05Singapore

*Basedonlargestproportionof

professionalswith0-3yearsofexperience.

ENGINEERING

THEMOSTCOST-EFFECTIVETALENTNETWORKS*

30%

47%

47%

Mexico

$21,214

●

27%

39%

India

$8,348

26%

31%

Romania

$20,018

51%

50%

Hungary

$23,914

26%

22%

0-3yearsofexperience4-7yearsofexperience8+yearsofexperience

28%

23%

Brazil

$24,657

*Basedonthelowestaveragesalaries,cross-referencedagainsttheirexperiencesplits.

29%

25%

Withanunderstandingofthecountriescomingoutontopwithastrongsupplyofemergingengineeringtalent,it’salsoworthexploringwherethemost

cost-competitivetalentcanbesecured.

Indiacertainlydeservesrecognitionforitsengineeringtalent.Fiercelycompetitivelypricedifyou’reableto

outsource,andwithverystrongcompetenciesinthenuclearandpowersectors,thisnetworkshouldbeconsideredforfillingyourlabourneeds.

Sponsorshipopportunitiesshouldn’tbedismissed

either.Thereisamisconceptionthatthisisavery

complexprocessbut,withworkforcesolution

specialistslikeHaysonboard,wecanhelpstreamlinethis.What’smore,youmaynotevenhavetoconsiderbridgingqualificationsasthistalenttendstotrain

overseas,earningEU-orUS-recogniseddegrees.

19

ENGINEERING

THEMOSTCOST-EFFECTIVETALENTNETWORKS...CONTINUED

Colombiaisanothercost-competitivelocation,withan

averagesalaryof$15,311.However,it’salsothemost

inexperiencedtalentnetwork–withjust5%ofitsworkforcehavingeightormoreyearsofexperience.Ifyouwantto

pursuethisnetwork,you’llneedtoconsiderwhatworkyouhavethatwouldbebestsuitedtojuniorandmidweighttalent(40%and55%ofitsnetworkrespectively).

It’salsoimportanttobearinmindthedifferingstatutorycostsforthiscountry.Hiringcontractorsisn’tjustsimplerhere,it’s

thefavouredengagementstyleformanycandidates.Dueto

inflation,paymentinUSDollarsorEurosisthepreferredoption.

RomaniaandMexicoofferrobusttalentprofilesandare

stillmoreaffordablethanmost,withaveragesalariesof

$20,018and$21,214.Likewise,withthehealthiestpipeline

fornurturingfuturetalent(41%),Malaysiawouldbeareliable,long-termchoice.

WheresomemightseethemeritofItaly’sseniortalent(60%hasovereightyearsofexperience),it’sworthnotingthatPortugal,CzechRepublic,andHungaryalloffersimilarexperiencesplitsand,onaverage,wouldbebetween$10,000to$20,000cheaper.

Hiringcontractorsisn’tjustsimplerhere,it’sthefavouredengagementstyleformanycandidates.Duetoinflation,paymentinUSDollarsor

Eurosisthepreferredoption.

20

ENGINEERING

YOURNEXTSTEPS

Worktoretainyourageingtalentforaslongaspossibleandholdontotheirwealthofexpertise.Considerofferingpart-timeopportunitiestoeasethemintoretirementwhilestillenablingthenextgenerationtolearnfromtheirpredecessors.

STEP

01

talentpipeline.Investinyourearlycareersstrategy

andengagewithschoolsanduniversitiestoraise

awareness.We’reseeingalotofSTEMgraduates

movingintobanking,sothinkabouthowtomakeyourindustry–andorganisation–moreappealing.

Investigatethepossibilityofsponsorshipstoaccesshighlyskilledtalentfromhubsacrosstheglobe.

Implementbridgingqualificationsoranonlineskillsassessmenttostandardisetheprocessandensureyou’refindingtherightpeople,withtherightskills.

Takeamoreproactiveroleinnurturingtheglobal

STEP

02

STEP

03

21

THEBANKING,

FINANCIALSERVICES

ANDINSURANCE(BFSI)

INDUSTRYSPOTLIGHT

22

BANKING,FINANCIALSERVICESANDINSURANCE

HAYS’CURATEDTOP10

In-demandandemergingroles

01

02

03

04

05

06

07

08

09

10

ClientLifecycleManagementSpecialistBusinessAnalyst

FrontOfficeSupport

DataandDocumentationSpecialistPaymentsandProcessingControlFrontOfficeIntegrationManager

RemediationSpecialist

IntegratedMiddleOfficeProcessSpecialistCustomerServiceSpecialist

AssetTransferSpecialist

Servicesareevolvingbutthey’renotrevolutionisinginthesamewayasotherindustriesmaybe.Inthenot-so-distantfuture,intelligentautomationislikelytochangetheremitofBFSIroles.Atleastsomeresponsibilitieswithinjobs

likeAssetTransferSpecialist,RemediationSpecialistsandPaymentsandProcessingControlwillbetakenoverby

systems.

Butthat’snottosaypeoplewillbeoutofajob.This

industryissoheavilyregulatedthattheintellectoftrained,experiencedfinanceprofessionalsisstillgoingtobecritical.Insteadofadramaticoverhaulinthecomingyears,it’s

morelikelythatroleswillevolvetoaccommodateauditingresponsibilitiesfortheseautomatedsystems.

DavidSpence

GlobalHeadofGrowth,

EnterpriseSolutionsatHays

TOPTALENTNETWORKS*

BANKING,FGINANCIALSERVICESANDINSURANCE

TALENTNETWORKS

01US

02China

03India

04Brazil

05Germany

*Basedonsupplycount.

MOSTPREVALENTTALENTDEFICITS*

01NewZealand

02Canada

03Portugal|UK

04HongKong

05Australia|Poland

*Basedonfewestindustry

professionalsavailableperrole.

TOPEMERGING

TALENTNETWORKS*

01Colombia

02Malaysia

03China|India

04HongKong

05Singapore

*Basedonlargestproportionof

professionalswith0-3yearsofexperience.

24

25

BANKING,FINANCIALSERVICESANDINSURANCE

TALENTNETWORKS...CONTINUED

Aswiththeotherresilientindustries,American,Chinese,Indian,BrazilianandGermantalentisalsofavouredin

BFSI.France,MexicoandtheUKarealsonoteworthy‘toptalent’networks,witheachonehaving1.5to1.6million

peopleworkingintheindustry.ThiscomesinclosebehindGermany’s1.65millionandBrazil’s2.2million.

Therearesomerecurring,cross-industrythemeswithintheemergingtalentnetworkstoo–Malaysiacontinuestofeature,andAsiantalentmarketsdominate.

HongKong,astheonlycountrythat’sfeaturedinboththetopfivetalentdeficitsandemergingnetworks,seemseagertoaddressitssupply-demandgap.30%ofitsworkforcehas0-3yearsofexperience.Ofcourse,withahighcostofliving,thechancesofsecuringcost-competitivetalenthereisslim.Butwithnumerousearlycareersinitiativestofuelthetalentpipeline,atleastyouknowyou’releveraginghigh