HRO Today Global Winter 2018 - 33

APAC Report
China
* Skills are not keeping up with demand following China's recent
transformation from a manufacturing to service-based economy.
Causes of Talent Shortages in APAC's Biggest Economies
Japan
* Strong anti-immigration policies, poor birth rate, and an aging
population mean that Japan's labour force is shrinking rapidly.
* A crowded and fast-paced market means Chinese companies face
intense competition and diluted job candidate quality.
* Overturned in 2013, China's one-child policy has left the
population unbalanced with a depleting workforce on the
horizon.
India
* Significant demographic and cultural differences between regions
limit talent mobility, especially in rural areas.
* Although it has a huge workforce, only a tiny percentage of
India's workers have received formal skills training.
* Wage inflation is rampant among the small percentage of skilled
workers.
In China where internet access is restricted, Gibbs believes
that WeChat is a convenient way to engage and attract
potential candidates. In most other countries, LinkedIn,
Facebook, and Twitter are good options.
By allowing employers to effectively build relationships
with passive and active candidates instead of simply
relying on " post and pray " tactics, establishing a strong
social media presence that is targeted to a company's
workforce needs is essential to navigating APAC's talent
gaps.
* Leverage new technologies to improve efficiency. As with
other global markets, job seekers in APAC are increasingly
attracted to companies with efficient, simple, and
interactive recruitment processes. To deliver this type of
candidate experience, companies in the APAC region are
utilising artificial intelligence and automation in everyday
HR activities.
This new generation of recruitment tools can help
organisations combat talent shortage problems. According
to Baker, " With the screening and administrative
process automated, recruiters are able to shift their
focus back to being relationship builders-namely,
speaking to candidates, connecting them to managers,
and guiding company inductions instead of spending a
disproportionate amount of time on mundane paperwork.
Furthermore, the involvement of the robot can also
diminish error rates, eliminate bias, and save time and
costs by taking out human fallacy. "
Technologies that improve efficiency in hiring include
video interviewing platforms, screening chatbots, job
boards with mobile capabilities, and tools that can parse
resumes using machine-learning technology.
As a result of adopting such technologies, MSD has seen
widespread recruitment success. " The automation of the
entire talent acquisition cycle with newer technologies
and platforms has allowed us to cut down on transactional
activities and be more strategic in our approach. It has
enabled us to take talent acquisition as a function to the
next level of sophistication and improvement, " says Singh.
However, it is important for organisations to remember
that these strategies may not necessarily be one-size-fitsall.
" Talent acquisition leaders can't simply rely on what
works in the Western culture as they expand into APAC, "
says Baker. " Organisations must understand the different
priorities and requirements of APAC talent and adapt if
they are to secure and retain the best talent. Organisations
with a culture of acknowledging the differences have a
greater chance of retaining top talent. "
WINTER 2018 | www.hroglobal.com
[33]
* With limited adoption of LinkedIn and a general cultural aversion
to engaging with employers on social media, sourcing talent is
difficult.
* Extremely low unemployment is causing slow growth in highskilled
industries.
http://www.hroglobal.com

HRO Today Global Winter 2018

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