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1、CHINA TALENT TRENDS&SALARY GUIDEConsumer Sector2021Good analytical skillsOmni-channel experienceSkillsYoung talents with high energy and high execution abilityTalents with good educational background who are logical(key to strategic thinking)and quick learnersPotentialOpen-mindedFlexible and agile H
2、ardworking,willing to invest time and energySolution-centric and creativePersistent CharacterSHIFT IN HIRING CRITERIA The COVID-19 pandemic has posed significant challenges to the job market,heavily influencing hiring criteria and sparking the emergence of certain trends in the Chinese job market.In
3、 the consumer sector,especially the EC and marketing functions,working hours have evolved to look more like that of the Internet sector,in which a 995 schedule(9am-9pm,5 days per week)is more likely to be implemented.With online channels contributing to a larger portion of sales,EC channels and digi
4、tal engagement experience have become must-have skill sets for marketing.EC talents with strong data analysis or KA management experience are highly sought-after.O2O experience is required for offline sales talents.HIRING TRENDIN-DEMAND SKILLS IN CONSUMER SECTOREC experienceStrong digital senseStron
5、g data analysis skillsIN-DEMAND ROLES IN CONSUMER SECTORDigital MarketingE-CommerceData Analysis8%-15%10%-25%Exposure in omni-channel Proven track record of turning around biz or growing small biz SALARY INCREASE FOR NEW POTENTIAL HIRESForeign companiesDomestic companiesTALENT ATTRACTION&RETENTIONA
6、more stable career1A platform with commitment in China market2Decision-making autonomy 3An agile organization with the flexibility to drive changes and digital transformation 4Considerations for Consumer professionals when accepting a job offer in 2021Lack of job security1Lack of internal career dev
7、elopment opportunities2Lack of autonomy 3High pressure and workload 4Reasons that would cause Consumer professionals to leave their job voluntarilyOptimise compensation structures1Local decision-making power(for seniors candidates)2Commitment in China market 3Career visibility 4Talent attraction&ret
8、ention strategies by Consumer companies SET COMPETITIVE SALARIES TORETAIN CURRENT PEOPLE ANDTO ATTRACT CAPABLE TALENT IN CONTENTIOUS MARKETIs your organization struggling to attract and retain top talents?Well,you are not alone,especially in the competitive Chinese market,where your people are const
9、antly bombarded with headhunter calls and job offers.To make matters worse,your competitors are willing to offer a 30-50%increment on top of your talents current annual remuneration package.Chinas employment market today is vastly different from that of 5 years ago,especially in the Consumer sector.
10、It is now a candidateIt is now a candidate-driven job market in which the shortage of driven job market in which the shortage of highhigh-performing or suitably qualified talents performing or suitably qualified talents has created fierce competition to attract and has created fierce competition to
11、attract and retain employees.retain employees.Hence,staying competitive in your compensation packages is critical.Simply put,if youre trying to fill a vacant position,dont expect a stack of resumes from qualified candidates willing to compromise on their compensation requirements.Job seekers are con
12、fident about their employment prospects,and many of the best candidates are already employed by companies who are working hard not to lose them.You will have to be extra persuasive to win them over,but it is possible.REMAIN FLEXIBLEJust a few years ago,employers were in the drivers seat during the h
13、iring process.They could hold out for candidates with experience in their industry,who were already located in the area or willing to relocate and who met every bullet point in the job description.In a tight labor market,you may need to become more flexible with your job requirements.OUR ADVICE FOR
14、EMPLOYERSInstead of holding out for candidates Instead of holding out for candidates who meet a laundry list of prerequisites,who meet a laundry list of prerequisites,consider the skills and experience that consider the skills and experience that are most crucial to the position.are most crucial to
15、the position.You may find excellent candidates with unusual career paths or experience in other business sectors.An ideal candidate may live in another city but be willing to work on site for a few days or weeks per month.Also,look outside of the traditional employer/employee paradigm.Experienced pr
16、ofessionals increasingly favour project-based work that gives them more flexibility and autonomy as compared to full-time employment.A flexible hiring mentality and an openness to filling gaps in your team with highly-skilled executive contractors can help you tap into great,if unconventional,pools
17、of talent.UP YOUR OFFERIn our own conducted survey,we found that while only about one-quarter of workers are actively seeking new job opportunities,over 50%of talents are passively open to exploring new opportunities.In short,while they are not actively job seeking,they are open to hearing from head
18、hunters or potential employers.Passive candidates are harder to win over,and there is no sure-fire formula for enticing them to leave their current employer.A competitive salary is a given.You should also consider hiring bonuses,professional development opportunities,a clearly defined career path an
19、d customizable benefits packages.A WIDE RANGE OF POSITIONS IN DEMAND FOR 2021We have witnessed how Chinas employment market never slowed down in the 2H of 2020 during the pandemic.The Consumer and Luxury sectors rebounded positively with ramped-up hiring needs in Q4 of 2020.In fact,this year we will
20、 still see a continuation of this upward trend as headcount volumes are augmented.This is bound to cause chaos in the salary offering to candidates.Despite these concerns,there will still continue to be a strong demand for roles in the digital,marketing and sales spaces in China,while some companies
21、 are also desperate for R&D professionals.WORK WITH A RECRUITERToo often,organizations try to fill open positions by posting ads on job boards.They wait for resumes to come in and trust their instincts to make a decision based on a small number of candidates interviewed.In many cases,they do not eve
22、n check references.As a result,they end up with a dysfunctional team that undermines performance and makes it even harder to further attract great talent.Working with an experienced talent recruiter helps you establish a disciplined hiring process.This will provide you with a larger pool of qualifie
23、d candidates for every position,and sound criteria for making hiring decisions.Its a job seekers world right now,where candidates have many options to choose from.That does not mean you cant stand out from the crowd to attract the best employees.By following the advice above,you will be able to over
24、come the challenges posed by a tight talent market to build a team of highly skilled professionals who can work together to achieve your organizations goals.SALARY GUIDEMarketing VP12+years1.5M+Marketing Director10+years1M-3MMarketing Manager6-15 years600k-900kSenior Brand Manager5-15 years500k-800k
25、Brand Manager3-5 years300k-600kDigital Marketing Director8+years800k-2MDigital Marketing Manager3-7 years500k-800kSenior CRM Manager5-10 years600k-1MCRM Manager3-7 years400k-800kPR Director8+years800k-2MSenior PR Manager5-8 years600k-1MPR Manager3-7 years500k-800kConsumer Insight Manager4-8 years400
26、k-800kJob TitleExperienceAnnual Salary(RMB)ConsumerMARKETINGSales General Manager15+years2.5M+Key Account Director10+years1.2M+Key Account Manager2-10 years300k-1MTrade Marketing Director10+years1M-1.5MTrade Marketing Manager5-15 years400k-800kNational Sales Director15+years1.5M+Regional Sales Manag
27、er/Director8-15 years600k-2.5MJob TitleExperienceAnnual Salary(RMB)E-COMMERCEConsumerE-commerce Director10+years1.5M+E-commerce Manager3-10 years300k-900kE-trade Marketing Manager3-8 years300k-700kE-marketing Manager3-8 years300k-700kE-CRM Manager3-8 years300k-800kData Analysis/Business Intelligence
28、 Manager3-8 years300k-800kJob TitleExperienceAnnual Salary(RMB)SALESA TRUSTED PARTNER IN TALENT ACQUISITION AND MANAGEMENT ShanghaiUnit 38-06,K.Wah Centre,1010 HuaihaiMiddle Road,Shanghai 200031T+86 21 6472 BeijingUnit 25-02A,China Central Place Tower 3,No.77,Jianguo Road,Chaoyang District,Beijing 1
29、00025T+86 10 6598 Guangzhou17/F,Guangzhou CTF Finance Center,No.6 Zhujiang East Road,Zhujiang New Town,Tianhe District,Guangzhou 510623T+86 20 8883 ShenzhenRoom 204,China Resources Tower,Nanshan District,Shenzhen 518063T+86 755 8653 Headquartered in Singapore where it was founded in 1992,HRnetOne has teams specializing in a wide spectrum of industries including healthcare and life science,retail and sourcing,consumer,industrial&chemical,food science,automotive,real estate and construction,technology and communications,along with functional practices in HR,finance&accounting,and legal&