anphabe survey report - senior employment trends 2013

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Anphabe Survey ReportSenior Employment Trends 2013Copyright Anphabe.com

ANPHABE SURVEY REPORT

SENIOR EMPLOYMENT TRENDS 2013Feb, 2013

In challenging context of both region and world economy, Vietnams economy has been experiencing

many difficulties recently and still facing new challenges ahead in 2013. Human resources (HR),

especially senior human resources hold important role with direct impact to how businesses in Vietnam

restructuring to overcome dificulties. Therefore, the trends of labor movement and market changes are

critical for business leaders when preparing business plans and HR strategies for the next phase.

In order to get senior labor market perspective in Vietnam and labor movement trends if any which couldhelp senior professionals view full picture of the high-level job market as well as help business leaders

prepare effective HR strategies, Anphabe has conducted a dual-online survey onSenior Employment

Trends 2013from Jan 5th Feb 5th, 2013.

Beside Quantitative statistics, Anphabe also presents in this Report some key Qualitative sharings from

seasoned experts to provide more valuable market insights to our readers.

The Survey Invitation was sent to 55,000Anphabe members and 30,000 professionals who are

currently joining Anphabe groups on different online channels

Total number of completed responses: 3,361 persons

Survey Objective

Survey Participants
http://www.anphabe.com/http://www.anphabe.com/


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Aside from the survey on senior labor group, Anphabe conducted parallelly another survey with a group

of11 reputable Headhunt companies recognized as Top headhunt in Vietnam. Those currently are

senior recruitment partners of most top organizations in Vietnam. Statistics from the 11 companies are

considered qualified to reflect the senior recruitment need at all key positions of all key industries.

11 surveyed Headhunt companies are:ManpowerVietnam, Harvey Nash, Le & Assocites, Infinity

HR, RGF, Faro, Robert WaltersVietnam, VTalent, Grey Finders, Career Planning, Talent Viet.

** In 2013, overall demand of senior recruitment will NOT DECLINE and will still be growing

in certain areas.

In the 11 surveyed Headhunt companies, 6 companies (currently serving 55% of total 11-company-

recruitment orders) optimistically forecast senior recruitment market will still grow from 10 to 20% in

the next 6 12 months; 4 companies (currently serving 32% of total 11-company-recruitment orders)

estimate that senior recruitment demand will remainunchanged in 2013; only 2 out of 11 companies

(currently serving 13% of total 11-company-recruitment orders) anticipate that senior recruitment

demand will reduce about 15%.

Sharing about the reason why still quite being optimistic about the growth of senior

recruitment market in 2013, representatives from top headhunt companies said:

During crisis time, therere stilll many businesses, both local and foreigned invested ones, havedealt well with economic difficulties thanks to their strong foundation. They even take this chanceto move faster compared to weaker competitors and as a result, still achieve 2-digit growth. RGF

is currently the senior recruitment partner for quite many companies like that. We often receiverecruitment orders from our clients to find good talent to supply for their next sustainablegrowing phase. (Mrs. Nga Vng,Director, RGF Vietnam)

In economic crisis time, human resource market in general is impacted due to companies reducetheir workforce, therefore labor supply in some areas is much higher than labor demand. This isnot totally true with the segment from middle management and above. During this period,companies are even in much need to be led by experienced leaders who can help them increase

Key results
http://www.anphabe.com/company/manpower.com.vn/homehttp://www.anphabe.com/company/manpower.com.vn/homehttp://www.anphabe.com/company/talentnet.vn/homehttp://www.anphabe.com/company/l-a.com.vn/homehttp://www.anphabe.com/company/infinityhr.com.vn/homehttp://www.anphabe.com/company/infinityhr.com.vn/homehttp://www.anphabe.com/company/rgf-executive.com.vn/homehttp://www.anphabe.com/company/farorecruitment.com.vn/homehttp://www.anphabe.com/company/robertwalters.com.vn/homehttp://www.anphabe.com/company/vtalentsearch.com/homehttp://www.anphabe.com/company/greyfinders.com/homehttp://www.anphabe.com/company/careerplanning.com.vn/homehttp://www.anphabe.com/company/talentviet.com/homehttp://www.anphabe.com/company/talentviet.com/homehttp://www.anphabe.com/company/careerplanning.com.vn/homehttp://www.anphabe.com/company/greyfinders.com/homehttp://www.anphabe.com/company/vtalentsearch.com/homehttp://www.anphabe.com/company/robertwalters.com.vn/homehttp://www.anphabe.com/company/farorecruitment.com.vn/homehttp://www.anphabe.com/company/rgf-executive.com.vn/homehttp://www.anphabe.com/company/infinityhr.com.vn/homehttp://www.anphabe.com/company/infinityhr.com.vn/homehttp://www.anphabe.com/company/l-a.com.vn/homehttp://www.anphabe.com/company/talentnet.vn/homehttp://www.anphabe.com/company/manpower.com.vn/home


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their competitive power and over come the turbulence phases. Besides, the Japanese investmentwave after withdrawing from China market has been intensified especially since last year will helpincrease the demand of skilled workers in the next several years. We therefore anticipate thatsenior recruitment market will keep growing and now is the time business leaders take a serious

investment into the quality of their senior workforce. (Mrs. Truong Hong Tam, Director,Harvey Nash Vietnam)

Many organizations in Vietnam are focused on optimizing their productivity level, they are awarethat middle management is the key to this being a success. Hiring quality middle managers willhelp drive productivity and the business forward. This is a similar trend in many countries, wherethere is a focus on managing costs, balanced with the investment of hiring experiencedmanagement talent to help drive productivity and therefore increase profits. As moreorganizations focus on budgets and see wage inflation and manufacturing costs increase incountries like China, Vietnam could well benefit as more investment is made by foreign firms inthe country. These interests from multinationals have been expressed by their expansion orsetting up of manufacturing facilities in the country, which will lead to an increased number of job

opportunities. (Mr. Mark Ellwood, Managing Director Southeast Asia, Robert Walters)

** The Senior Recruitment Market will witness diversified movements between industries,

job functions and job levels:

By job level, demand for executive management level (C-level/Vice President) will decline but

demand for middle management (Manager/Director) will still increase. There will be no significant

change for recruitment need at expert level compared to that of 2012.

In 2013, beside the continued growing recruitment needs in Sales, Marketing and Human

Resources, the demand tends to increase in Purchasing/Supply Chain and Manufacturing,

especially at Manager level. This answers well the fact that today businesses become more focuson system management to improve business productivity through cost savings and process

optimization. Compared to other functions, Finance/Accounting and Legal will have a decrease in

demand and mainly focus to recruit at Manager level if any. Demand still remains in IT but mostly

for experienced professionals, not for management level.

Recruitment needs for Manager and skilled engineers working in factories at industrial zones are

seen increasing, especially in foreign invested industries and Japanese companies.

Industries in need of senior labor are continue to be FMCG (Fast Moving Consumer Good) and

Pharmaceuticals. Besides, the demand will also increase in Education, Manufacturing, Health

Care and Hospitality/Tourism.

Several surplus labor industries will reduce recruitment needs this year are Banking, Real

Estates, Financial Services, Construction and Information Technology. These are also the

industries that had been experienced most difficulties over the past time.


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Industries INCREASING demand Industries DECREASING demand

Fast Moving Consumer Good Pharmaceuticals

Education

Manufacturing

Health Care

Hospitality/Tourism

Banking Real Estates

Financial Services

Construction

Information Technology

** Compensation and Benefit trends:

In 2012, FMCG, Pharmaceutical and Oil & Gas are top 3 industries in compensation and benefits

increasing. Besides, many companies in Banking, Electronics industries still offer top rated

package for several management positions despite difficulties. However, many of these

businesses gave much lower than expected year-end bonus due to their under-delivered

performance vs. business goals.

In 2013, FMCG, Pharmaceuticals and Oil & Gas are forecasted to remain top 3 industries giving

good salary increase. Next, thanks to the development ofRetail/Trading, E-Commerce and Online

Games, businesses in these industries will have a positive salary increase rate.

Salary increase will happen differently between departments and job levels. Marketing, Sales

and Finance as usual are the 3 functions with highest salary increase rate. In 2013, salary

increase will be more at Manager and Director levels while there will be NO significant increasefor experiened level as well as executive management level.

** From the surveyed group of senior labor, up to 54% want to change for a better job this

year. Only 5.2% feel totally satisfied with their current jobs.

There are many different reasons that lead to this fact. Thought its hard to make qualitative

statistics, some of which can be mentioned like: shrinking organizations cut out their labor force;

compensation and benefits are either frozen or not increased as expected, more work pressure

due to business difficulties, employees dont see futureopportunities within current organizations,

etc


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Also in this group of senior labor (job level from Manager and above),Accounting/Finance andPurchasing/Supply Chain functions have the lowest rate of job satisfaction. These groups are also

the ones with the highest needs of changing job (59.21% and 64.38% respectively). However,

senior labor inAccounting/Finance will have difficulties in finding new jobs due to low recruitment

demand as forecasted this year.

Different from non-management group who usually considers Salary and benefits is the first

reason for job change, management group considers quite a few other factors. Listed by

importance, they are Meet their long-term career goals(44%), Right job role and responsibilities

(17%), Working environment and leadership style (14%). Salary and benefitsonly ranked 4th

place (12%).

About the issue of low job satisfaction workforce and how to retain talent, Anphabe would

like to present some sharings from a business leader as follows:

Fire proves gold, adversity proves men - its never been this true to both employees and

employers. However from employee side, its in this difficult and challenging time, we can see the

real power and the ability to survive and grow sustainably of certain businesses to choose a


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suitable and long term work place. On the other hand, dont quit just because of temporary

reasons like more difficult tasks, more effort requirements, unsatisfied salary and bonus due to

short term under-delivered business results, etc. Employees departure now are considered by

current and future employers as their surrenders to difficulties.

From employer side, we need to have transparent and timely communications across the

company; organize activities that promote employee ownership like sharing, getting ideas on

company strategies, so that they feel their roles, their importances and contributions to company

in overcoming difficulties. The whole workforce unity to survive sustainably during tough time

creates employee attachment and love to their companies. Besides, its in tough time that

employers realize true talents who can turn difficulties into opportunities and committed to their

companies, which is not as easy to spot during peace time. Therefore, companies also need to

have recognitions program, not necessarily in money, for ones who show passion and

commitment. (Mrs. Truong Bich Dao, HR Director, Nestle Vietnam)

To retain talent in tough times, companies should first focus on internal communications

managers should be more open, sympathize with employees, regularly update business results to

avoid employeesconcern, any message delivered should be positively and cautiously though to

build trust in them. Companies should also create internal projects or task force across functions

to encourage employees to actively take lead of these projects. For example, improving cost

efficiency, deliver excellent customer service ... these will help improve the company performance

in difficult times as well as the sense of responsibilities in employees. Besides, companies should

recognize and reward positive results. For employees, they should not be pessimistic and

depressed at work. On the contrary, they should take initiative to propose new ideas which could

help companies overcome difficulties or take part in projects/tasks that others are afraid to do. If

looking at the positive side, this is the promotion opportunity, especially when the company

scales down or restructures. (Mr. Tran Duc Huy, CEO, Vinh Tuong Industrial Corporation)

** Mass-job recruitment websites are NOT evaluated as most effective job-search channel

by senior professionals.

When searching for a job, senior professionals prefer to choose key job-search channels as

follows (listed by order of effectiveness): Contact friends, colleagues to ask for job opportunities

and referrals (38%), Contact headhunters for top jobs and send them resumes (33%), Search

jobs on mass-job recruitment websites (24%).

Senior professionals have fairly clear expectations about job search channel:


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70,4% of surveyed participants used to find jobs successfully through headhunt companies who

they considered as those deeply understand about human resources market, able to provide

useful job advice and career orientation(74,8%)and those could hep me find the right job

effectively and quickly(70,4%).

** New trend: Professional Online Networking Websites are becoming useful career

information channels for senior professionals

Since Friends & colleagues referrals is ranked as the most effective job-search channel, there are

more and more senior labor joining professional online networks recently. 82,2% of surveyed

management professionals are currently joining 1 to 3 professional online networks, both in

Vietnam and international, only 17,8% said thatnot yet resgister for any network due to lack of

information, time or have no need to join yet.

Different from mass-job websites which contains all level jobs for mass audience and only offer

one way communication; professional online network websites are being seen as an open careercommunication channel, interactive career platform that allows members to connect better to

each other as well as new carreer opportunities, even when theyre not actively looking for a job.

Key benefits are seen as below:


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Based on surveys key results and contributed expertssharings, Anphabe would like to make

some suggestions for your reference:

For Senior Professionals:

There will be still many high-level career opportunites for qualified senior labor in 2013. Aside

from selecting the right function that fit with your expertise, senior professionals should researchon companys industry and market demand, development trend of that specific area to increase

chances of getting big jobs as well as future career development.

In human resources market, especially in some cetain industries and functions which have a high

labor supply, companies have many talent choices and will not willing to win a talent at any price.

Therefore, job seekers shouldnt require high salary jump when changing job. Long-term career

development is more important.

Whereas many employees might have a feeling of job dissatisfaction, those who show high

commitment and put extra effort to help company overcome current difficulties will have a higher

chance for promotion opportunities in the near future.

When seriously looking for a new job, senior professionals should often update about marketinformation and build necessary professional relationships with reputable headhunters in order to

get useful career advice instead of being passive waiting to be contacted or only proactively

contact headhunters when already in urgent need.

Using professional online network website is a good trend for senior professionals to effectively

connect with friends, get update about market and new career opportunities even when they

dont actively look for job.

Executive Summary


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For Companies who are in need of hiring senior talent:

Finding right talent in difficult times is critical. Therefore, companies should always invest

appropriately of its time, effort and resources on senior recruitment.

In tough times, companies have better chance to recruit good talent at reasonable cost,

especially in industries and functions that talent supply is higher than demand. At the same time,

often getting updates about labor market movements and recruitment trends will help companies

prepare effective and competitive strategies of talent recruitment and retention.

Also in the tough times, companies should always focus on internal communications and

corporate culture building because this is the period that employees have a lot of tiredness, stress

and instability. Open communication, transparent information, sympathize with employees

difficulties and recognize their achievements, however small it is are several ways that HR and

business leaders could encourage employees spirit and retain talent effectively.

Most of senior labor will approach headhunters when they want to change jobs, hence companiesshould set right budget for this recruitment channel. Instead of working massively with many

headhunters, companies should select a group of reputable headhunt firms; treat them as

strategic senior recruiting partners to share comprehensive information; hence help recruite more

and better talent.

Recruitment through professional online networking webites is an uptrend in developing countries

which should not be ignored by Vietnam companies. Companies should start to shape a strategy

of developing employer brand, attracting and building relationships with potential candidates

through this channel.

ABOUT ANPHABE.COM

Anphabe.comis Vietnam largest online network of management professionals currently connecting more

than 55,000+ members. BelievingSuccess shared is Success multiplied,Anphabes Mission is to

connect millions of management professionals to their next successes through valuable contacts, useful

management knowledge and worthy career opportunities.

At Anphabe.com,members can connect to friends, colleagues and many new valuable contacts; meet

and learn directly from experienced leaders and experts at Share to Succeed forums and events;

access to hard-to-find senior recruitment opportunities and prestigious headhunters at Vietnams only

headhunt portal Anphabe Top Headhunt and many special introduction pages of top employers.

Anphabe.comdoesnt charge membership fee. High level professionals can register membership easily at

www.Anphabe.com

For reference:

Anphabe Discussion :http://www.anphabe.com/discussions
http://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/discussionshttp://www.anphabe.com/discussionshttp://www.anphabe.com/discussionshttp://www.anphabe.com/discussionshttp://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/http://www.anphabe.com/


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Anphabe Big Job :http://www.anphabe.com/big-jobs

Anphabe Top Headhunt :http://www.anphabe.com/top-headhunt

Anphabe Event :http://event.anphabe.com/

To use the content of this survey, please ask for Anphabes permission. Any

comments, questions relating to survey Senior Employment Trends 2013,

please contact:

Thanh Nguyen

Founder & Chief Opportunity Connector - Anphabe.com

[email protected]
http://www.anphabe.com/big-jobshttp://www.anphabe.com/big-jobshttp://www.anphabe.com/big-jobshttp://www.anphabe.com/top-headhunthttp://www.anphabe.com/top-headhunthttp://www.anphabe.com/top-headhunthttp://event.anphabe.com/http://event.anphabe.com/http://event.anphabe.com/http://event.anphabe.com/http://www.anphabe.com/top-headhunthttp://www.anphabe.com/big-jobs

anphabe survey report - senior employment trends 2013

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