1、Workforce Insights ReportOctober 2022Hiring and Managing Talent Beyond Geographical BoundariesContentsExecutive Summary 3Keywords 3Methodology 3Who We Surveyed 4Key Findings 5Offshore Talent Adoption Rate By Market 6Offshore Talent Adoption Rate By Industry 7Benefits of Hiring Offshore Talent 8Skill

2、s in Demand for Offshore Talent 9Offshore Location of Preference 10Type of Employment When Hiring Offshore Talent 12Sourcing Strategy for Offshore Talent and its Effectiveness 13Types of Support Required to Implement a Successful Offshore Recruitment Strategy 14Conclusion&Recommendation 16Appendix 1

3、7References 19How We Can Help 20As the era of pandemic restrictions is rapidly coming to an end,the world of business continues to face unprecedented economic headwinds.At the same time,companies must find ways to reduce the skills gap to accelerate their digital transformation and become future-rea

4、dy.Against this backdrop,the challenges of growing a business,responding to competition and expanding to new markets require agility and bold solutions.Organisations have become more open to adopting new operation models and remote work during the pandemic.As a result,offshoring strategies1 have bec

5、ome more widespread with the help of technology.Companies opt for this solution for a number of reasons:it can be cost-effective,provide resources to quickly fill gaps in their workforce,open up opportunities to reach new markets,gives access to a bigger pool of Talent with specific skill sets,and e

6、nable the diversification of business operations.Our latest Workforce Insights Report takes a deeper look at the growing trends of APAC employers adopting offshoring strategies for their hiring needs-whether for permanent role or contract staff.By answering a series of survey questions,respondents r

7、eveal why and what businesses are seeking when they hire offshore Talent.To maintain focus and clarity on the topic,respondents were repeatedly shown the definition of offshoring to ensure they kept the right context in mind when answering the questions.Offshoring:company transfers activities of spe

8、cific business processes to a location that is out of its own market.Offshore recruitment:the practice of hiring talent out of the employers own market or enlisting the help of a third-party recruitment agency to source for skilled workers abroad.Offshore talent:skilled candidates who work remotely

9、and are based out of the employers market.A Contingent Worker2(either or all the following):Short/Fixed Term Contractual Employees Freelancer/Independent Contractors Gig workersPERSOLKELLYs Regional Talent Solutions(RTS):end-to-end workforce solutions that are customisable with services that help em

10、ployers with hiring and managing offshore talent.KeywordsExecutive SummaryMethodology The survey was conducted from 13 to 25 July 2022 Total sample collected was 1,326 Respondents were decision makers who are responsible for hiring within their organisation and those with 10 or more full-time employ

11、ees within their organisation2022 APAC WORKFORCE INSIGHTS|3CHINAVIETNAMTAIWANSINGAPORENEW ZEALANDINDONESIAAUSTRALIAMALAYSIATHAILANDINDIAHONG KONGSOUTH KOREAWe surveyed a cross-section of industries in 12 markets across Asia Pacific.2022 APAC WORKFORCE INSIGHTS|4Who We SurveyedIndustry respondents:Ba

12、nking,Investment and Insurance FMCG Government and Statutory Agency Healthcare,Life Sciences and Pharmaceutical Information Technology(IT)Logistics and Supply Chain Manufacturing and Engineering Professional Services,Consultancy and BPO Others84%of employers in Asia Pacific are in favour or already

13、adopting offshore recruitment strategies post-pandemic.80%of employers find that offshoring was overall effective in helping to meet the demand for talent&other requirements for their businesses.Offshoring appeals to employers across multiple sectors.Information Technology(IT)companies have the high

14、est adoption rate(56%)of an offshoring strategy to meet their talent needs,followed by Hi-tech Engineering(41%),Manufacturing(34%)and Finance(33%).Get access to a bigger talent pool.Advanced technology enables remote work anywhere in the world.Able to reduce overhead costs and optimise budgets.Oppor

15、tunities to enter new markets.Key FindingsTop Reasons Employers Hire Offshore Talent2022 APAC WORKFORCE INSIGHTS|5There is a growing trend of employers looking beyond geographical boundaries in sourcing for the right candidates to meet talent needs.Offshore Talent Adoption Rate By MarketA successful

16、 offshoring strategy requires business-friendly factors such as investment incentives,a talented pool of skilled workers,and high-quality infrastructure.As members of the worlds largest free-trade bloc-the Regional Comprehensive Economic Partnership(RCEP)Vietnam3 and Thailand4 offer significant bene

17、fits to companies by eliminating tariffs and providing comprehensive regulations on the flow of goods across all RCEP states,including China and Japan.Businesses in Vietnam benefit from several industrial zones,an ample workforce,lower labour costs and a relatively open environment for foreign direc

18、t investments.Local IT businesses are branching out into fintech,blockchain,SasS,e-commerce,and artificial intelligence.Thailand,Southeast Asias second-largest economy,is exceptionally well connected to neighbouring ASEAN economic powerhouses.The Thai government has implemented many initiatives to e

19、ncourage investment,including reducing red tape and digitising processes.Foreign investment has recently increased and diversified due to these investment-friendly policies,including a broad range of technology,digital services,and cloud computing firms.South Korea,ranked as the worlds most innovati

20、ve economy by the Bloomberg Innovation Index,has been dominating the international charts in R&D through its value-added manufacturing and patent activity.Boasting the fastest average internet connection in the world,South Korea is now spearheading next-gen technology through digitisation,robotics,a

21、rtificial intelligence,and autonomous vehicles.Indias economic reforms and initiatives like Digital India,quality education,competency in the English language,as well as technical and analytical acumen are helping it make big strides toward becoming a global powerhouse.The unprecedented growth of In

22、dias IT sector in recent years has firmly positioned it as a preferred offshoring destination.In New Zealand5,the reduction of trade barriers,the Trans-Pacific Partnership and recent free trade agreements with Asia have enabled freer movement of business,investment,labour and resources between New Z

23、ealand and other markets,making it easier to offshore services in both directions.The highest adoption rate of an offshoring strategy84%employers across APAC are in favour of offshoring strategies post-pandemic.61%employers across APAC responded that they are either already adopting offshoring strat

24、egies or are exploring it.46%Vietnam43%South Korea39%Thailand36%India36%New Zealand2022 APAC WORKFORCE INSIGHTS|6Offshore Talent Adoption Rate By IndustriesIndustries that are already executing an offshore strategyIndustries that are exploring implementation of offshore strategiesAcross APAC,IT lead

25、ers have already recognised the benefits of hiring offshore talent and are moving their business in this direction.Similarly,the finance sector is adopting an offshore recruitment strategy to achieve significant savings and greater value,hence,organisations are now outsourcing critical financial fun

26、ctions as well as their transaction processing.In the hi-tech engineering and manufacturing sectors,offshoring provides companies with a competitive advantage with expertise knowledge and the technology to manage business activities while reducing costs.56%41%34%33%IT Hi-Tech Engineering Manufacturi

27、ng Finance40%38%36%32%Professional Services Healthcare/Life Sciences/Pharmaceutical FMCG Logistics/Supply Chain56%of the companies within the IT industry has adopted an offshore recruitment strategy.2022 APAC WORKFORCE INSIGHTS|7Benefits of Hiring Offshore TalentBenefits of Pursuing an Offshore Stra

28、tegyPursuing an offshore recruitment strategy is the key for organisations to remain competitive and strengthen their position in the market.In Asia Pacific,where majority of respondents are in favour of offshoring strategies after Covid-19,it can enable organisations to operate more effectively and

29、 flexibly.The benefits include access to a more diverse range of skills as well as a transition to more value-added work.Organisations within these markets are in favour of adopting the offshore recruitment strategy as a plan to penetrate the target market.58%China57%Singapore55%India52%Vietnam50%Ta

30、iwanGet access to a bigger pool of talentEvery market has different skilled talent and language proficiency.Adopting the offshore recruitment strategy allows employer to locate and hire a diverse talent to create business synergy.Most markets-except Australia,India and South Korea-voted this as the

31、top reason.1Improve labour and operational costsA bigger pool of talent from many different markets provides a larger supply of labour.This gives employers the opportunity to hire the right talent within their overhead budget.Half of the total respondents voted in this as the second reason.2Removes

32、the need of physical officeCompanies that hire and manage offshore talent reduce the reliance of having a fix business location.With the rapid advancements of technology,this approach is made possible as a viable and cost-effective business strategy.Almost half of the total respondents voted in this

33、 as the third reason(49%).3Create new market opportunitiesEvery talent has influence and network within their local market.Hiring offshore talent helps organisations in penetrating new target markets through the talents expertise.Organisations can gain a deeper understanding of the target market thr

34、ough the offshore talent too.4The strategy is practical and feasible to implementCompanies can easily execute hiring and managing of offshore talent by outsourcing this activity to recruitment firm that has physical offices within their target market.5Stability of regulatory policiesInvestment-frien

35、dly governments with stable labour and tax policies within the Asia Pacific reduce business risk and encourage the hiring of offshore talent.62022 APAC WORKFORCE INSIGHTS|8Skills in Demand for Offshore TalentThese are the 7 most sought-after skills for offshore talent across Asia Pacific,and the 5 m

36、arkets that are most in need of their skills:IT:SOFTWARE DEVELOPMENT/SUPPORT SERVICES/CLOUD SERVICESSingapore 52%Vietnam 52%Indonesia 50%Hong Kong 50%India 48%R&D:HIGHLY SKILLED SCIENTISTS/ENGINEERS/RESEARCHERSChina 64%India 51%Vietnam 48%Malaysia 46%Taiwan 45%CUSTOMER SERVICE:CALL CENTRE FOR TECHNI

37、CAL SUPPORTIndia 41%Vietnam 37%Taiwan 37%Singapore 35%Hong Kong&New Zealand 30%CALL CENTRE:SALES/PRE-SALESTaiwan 39%Indonesia 39%China 33%India 33%Vietnam 33%HUMAN RESOURCES:PAYROLL/ADMIN/TRAININGHong Kong 51%Indonesia 49%India 39%Taiwan 38%China 38%GENERAL ADMIN:OPERATIONAL SUPPORTHong Kong 44%Indi

38、a 37%New Zealand 33%Indonesia 32%Singapore&China 31%MARKETING:DIGITAL MARKETING/CONTENT CREATION/COPYWRITINGIndonesia 50%Vietnam 48%Taiwan 44%China 41%Malaysia 38%7th6th5th4th3rd2nd1st7 most sought-after skills2022 APAC WORKFORCE INSIGHTS|9Offshore Location of PreferenceSingapore6Singapores resilien

39、t banking industry and efficient regulatory style is a big draw for HQ location and family migration.Vietnam 66%Indonesia 63%India 62%Malaysia7Malaysia is a preferred location due to a pro-business government,reasonable labour cost,and educated workforce with language proficiency.Singapore 69%India

40、29%Australia 29%Singapore 35%New Zealand 28%South Korea 22%&TaiwanIndia8Indias wide talent pool,large English-speaking population and strong focus on technology upgrade makes it a top draw for global companies.Vietnam9Offshoring to Vietnam is primarily concentrated in manufacturing and information t

41、echnology sectors,which include the production of labour-intensive goods and high-tech products like systems software.India 33%Taiwan 22%Malaysia 21%Indonesia10As the worlds 10th largest manufacturing nation,Indonesia offers various government-backed investment incentives and initiatives to conduct

42、risk assessments for business activities.It also offers infrastructure support and a guaranteed energy or raw materials supply.Thailand11A highly skilled workforce to draw from among 69 million people.The large-scale infrastructure projects and expanded ports establish Thailand as an ASEAN transport

43、ation hub.Indonesia 22%19%Vietnam 17%Taiwan 33%Singapore 19%South Korea 18%Singapore&IndiaVoted As Preferred LocationsTop 3 Voting Markets*2022 APAC WORKFORCE INSIGHTS|10Offshore Location of PreferenceTaiwan12Offshore locations like Taiwan are a significant source of technology innovation through th

44、e growth of robust,local ecosystems.The core focus of companies working in Taiwan has been the high-tech sector,with the production of semiconductors and LCD panels being particularly important pillars.Hong Kong 41%Malaysia 21%Thailand 18%China14China has advanced to be one of the worlds leading out

45、sourcing markets expanding beyond its capabilities as a manufacturing hub to cater to opportunities such as business process and IT outsourcing.Hong Kong 33%Thailand 31%Taiwan&24%VietnamSouth Korea15With a commitment to business agility,AI,data and analytics,and other emerging technologies,South Kor

46、eas competitive advantage is now augmented by a new appreciation of the risks posed by crises such as Covid-19.Vietnam 41%Malaysia 29%Indonesia 26%Australia16Thriving economy and skilled employees attract other markets to offshore its business operation here.New Zealand 64%India 52%Malaysia 31%Hong

47、Kong13As a gateway to Mainland China and Asia,Hong Kongs business-friendly environment,low taxes,rule of law,free economy,modern infrastructure,IT capabilities,and robust intellectual property protection help businesses and individuals thrive in this competitive and international city.China 33%India

48、 29%Malaysia 17%Voted As Preferred LocationsTop 3 Voting Markets*For accuracy of data interpretation,the total number of votes does not include its own market.The percentage is derived from the total number of votes over the total number of voters.2022 APAC WORKFORCE INSIGHTS|11Types of Employment W

49、hen Hiring Offshore TalentHiring offshore talents gives businesses added flexibility to solve their workforce challenges.There are three types of employment when hiring offshore talent:permanent employment,contractual employment and outsourcing the hiring and HR management to a local vendor at the d

50、esired offshore location.Contract hiring of contingent worker is very useful as it offers greater flexibility to quickly fill the skills gap.On the other hand,investing in permanent staff is a more viable option to prepare for future leadership positions and form a key part of business growth.On the

51、 contrary,outsourcing the whole hiring and management of offshore talent to a regional recruitment firm with a local presence within the target market will provide the best of both worlds as the employers can tap into the firms resources to plan for a holistic strategy;the firm would be more familia

52、r with the talent resources within the region as well as the local labour and tax policies.47%64%19%Australia45%33%55%China41%69%40%Hong Kong60%52%34%India31%74%45%Indonesia54%60%24%Malaysia70%53%16%New Zealand43%62%33%Singapore73%30%20%South Korea73%45%38%Taiwan29%70%34%Thailand47%74%36%Vietnam Per

53、manent Employment Contractual Employment Prefer to outsource the whole hiring and HR management to a local agency at the desired location(s),who would be more familiar with the talent resources thereCurrent Type of Employment for Each Market2022 APAC WORKFORCE INSIGHTS|12Sourcing Strategy for Offsho

54、re Talent and its EffectivenessMany companies are now expanding their large-scale offshoring efforts to pursue the benefits such as improved access to a larger talent pool and better control of overhead cost.Majority of the companies surveyed prefer working with regional recruitment agencies which a

55、lso have local presence within the target market(70%);most organisations may find that this option is the most ideal because a regional firm has more resources and is more familiar with cross-border labour law.The second option is to engage a local recruitment agency for help in sourcing of offshore

56、 talent.Only 36%voted for advertising and sourcing directly by themselves.This is probably because aside from sourcing,there are many aspects of the HR process that employers need to consider when hiring offshore talents-such as onboarding,training,processing of payroll and tax submission,as well as

57、 managing the talent.Outsourcing the whole hiring and managing processes will be a less hassle-free option for them.In terms of business effectiveness,80%of companies responded that offshore recruitment strategy was either very effective or effective in finding good talents who can help in achieving

58、 their business objectives and budgets.21%of respondents indicated that this strategy could be more effective if they receive more guidance on how to manage their resources and the labour laws.42%of respondents in Singapore believe that they could further improve the effectiveness of the strategy.Ma

59、rkets that hire a recruitment agency with regional presenceMarkets that engage a local recruitment agencyINDIA 74%60%THAILAND 69%50%NEW ZEALAND 71%50%AUSTRALIA 60%48%MALAYSIA 69%61%SINGAPORE 70%62%TAIWAN 72%65%SOUTH KOREA 66%54%HONG KONG 68%65%VIETNAM 76%60%INDONESIA 68%62%CHINA 78%56%Markets voted

60、offshore recruitment strategy as avery effective way to find good talents who can help in achieving their business objectives and budgets.Markets voted offshore recruitment strategy as an effective way to find good talents who can help in achieving their business objectives and budgets.49%New Zealan

61、d49%India60%South Korea60%Taiwan55%Hong Kong52%China51%Vietnam50%Thailand50%Malaysia47%Indonesia35%Australia2022 APAC WORKFORCE INSIGHTS|13Type of Support Required to Implement a Successful Offshore Recruitment StrategyRegional recruitment firms provide a range of services to support employers in th

62、eir offshore recruitment strategy.These are the services voted as the 5 most popular ones.69%Advisory on labour law&compliance61%Payroll&tax submission50%Recruiting&onboarding new offshore talent48%Training&development programme for offshore talent41%End-to-end hiring and managing of offshore talent

63、(Recruitment Process Outsourcing,RPO)Recruitment&Onboarding 55%Labour Laws 55%Payroll&Tax 49%AUSTRALIALabour Laws 74%Payroll&Tax 61%Talent Dev&Training 58%INDONESIALabour Laws 74%Payroll&Tax 64%RPO 45%THAILANDLabour Laws 79%Payroll&Tax 66%Recruitment&Onboarding 51%VIETNAMLabour Laws 78%Payroll&Tax 6

64、8%Talent Dev&Training 61%TAIWANLabour Laws 76%Payroll&Tax 57%Recruitment&Onboarding 56%MALAYSIAPayroll&Tax 60%Labour Laws 55%Recruitment&Onboarding 50%NEW ZEALANDLabour Laws 79%Payroll&Tax 68%Recruitment&Onboarding 52%SINGAPORELabour Laws 75%Payroll&Tax 67%Recruitment&Onboarding 53%HONG KONGLabour L

65、aws 58%Payroll&Tax 50%Talent Dev&Training 48%SOUTH KOREARecruitment&Onboarding 66%Payroll&Tax 64%Talent Dev&Training 61%INDIALabour Laws 65%RPO 60%Payroll&Tax 58%CHINA2022 APAC WORKFORCE INSIGHTS|14Top 3 Reasons for Employers to Engage a Regional Recruitment Firm To comply with labour lawWith variou

66、s amendments to labour laws over time,it is challenging for an organisations HR employee to keep track of this aspect.Regional recruitment firms with expertise in local labour laws offer in-depth knowledge of the market and can advise on how best to manage the business within the framework of applic

67、able statutory laws and incur least cost as well as risk.They are also able to provide a sound legal framework and can carry out regular audits to ensure their clients always are in full compliance of laws applicable to their operations,thus allowing businesses to focus on core offerings.This servic

68、e is a top reason for most companies based in the Asia Pacific region.To assist in recruiting&onboarding new offshore talentIndia and Australia voted this as its top reason.This may be because a recruitment agency understands most potential hires expectations and know what companies need when lookin

69、g for new employees.Since the agencies provide recruitment solutions every day for many sectors,they often know more about the local,national and international job market.It means that the agency could offer better insight on recruitment,depending on where organisations want to source their talent p

70、ool.A recruitment agency also helps to find high-quality candidates and coordinates/conducts interviews,thus reducing recruitment costs and time.This way,it becomes easier for a firm to improve its hiring process and onboard superior quality employees more efficiently.In need of payroll&tax submissi

71、on serviceNew Zealand voted this as its top reason.One reason could be that engaging an experienced payroll vendor minimises companies risk exposure to costly human errors and regulatory penalties.Most payroll service providers leverage the latest technology,such as cloud-based systems,for better da

72、ta integration and accessibility.These systems can seamlessly share employee data,reduce IT costs,and increase efficiency.2022 APAC WORKFORCE INSIGHTS|15As the world shifts to a new way of working,organisations are embarking on major change initiatives,especially in the area of human resources.Today

73、,more companies view offshore recruitment strategies as viable solutions to achieve scale and speed to market.Offshoring helps increase productivity and supports the broader organisation and its strategic objectives.Once dominated by the IT and Manufacturing sectors,industries like Finance,FMCG,Heal

74、thcare,Life Sciences,Pharmaceuticals,Logistics and Supply Chain as well as Government and Professional Services now regard offshoring as an extension of the business operations.Moving forward,an offshore recruitment strategy will bolster the economies of developing countries and elevate the concept

75、of globalisation.Conclusion&Recommendation2022 APAC WORKFORCE INSIGHTS|16AppendixBusiness Effectiveness with Offshoring Strategy 33%Very effective-managed to find good talents which helped achieve our business objectives and budgets35%Effective-managed to find good talents which helped achieve some

76、company objectives33%Could be more effective if there were guidance on their local resources and labour lawsAUSTRALIA27%Very effective-managed to find good talents which helped achieve our business objectives and budgets52%Effective-managed to find good talents which helped achieve some company obje

77、ctives21%Could be more effective if there were guidance on their local resources and labour lawsCHINA22%Very effective-managed to find good talents which helped achieve our business objectives and budgets55%Effective-managed to find good talents which helped achieve some company objectives23%Could b

78、e more effective if there were guidance on their local resources and labour lawsHONG KONG49%Very effective-managed to find good talents which helped achieve our business objectives and budgets42%Effective-managed to find good talents which helped achieve some company objectives8%Could be more effect

79、ive if there were guidance on their local resources and labour lawsINDONESIA24%Very effective-managed to find good talents which helped achieve our business objectives and budgets47%Effective-managed to find good talents which helped achieve some company objectives28%Could be more effective if there

80、 were guidance on their local resources and labour lawsINDIA27%Very effective-managed to find good talents which helped achieve our business objectives and budgets50%Effective-managed to find good talents which helped achieve some company objectives23%Could be more effective if there were guidance o

81、n their local resources and labour lawsMALAYSIA49%Very effective-managed to find good talents which helped achieve our business objectives and budgets36%Effective-managed to find good talents which helped achieve some company objectives14%Could be more effective if there were guidance on their local

82、 resources and labour lawsNEW ZEALAND20%Very effective-managed to find good talents which helped achieve our business objectives and budgets38%Effective-managed to find good talents which helped achieve some company objectives42%Could be more effective if there were guidance on their local resources

83、 and labour lawsSINGAPORE28%Very effective-managed to find good talents which helped achieve our business objectives and budgets60%Effective-managed to find good talents which helped achieve some company objectives11%Could be more effective if there were guidance on their local resources and labour

84、lawsSOUTH KOREA9%Very effective-managed to find good talents which helped achieve our business objectives and budgets60%Effective-managed to find good talents which helped achieve some company objectives31%Could be more effective if there were guidance on their local resources and labour lawsTAIWAN3

85、9%Very effective-managed to find good talents which helped achieve our business objectives and budgets50%Effective-managed to find good talents which helped achieve some company objectives11%Could be more effective if there were guidance on their local resources and labour lawsTHAILAND36%Very effect

86、ive-managed to find good talents which helped achieve our business objectives and budgets51%Effective-managed to find good talents which helped achieve some company objectives13%Could be more effective if there were guidance on their local resources and labour lawsVIETNAM2022 APAC WORKFORCE INSIGHTS

87、|17AppendixITYes,we are already executing this approach56%Not sure-but this strategy is worth considering11%Yes,we are already exploring to implement this approach29%No,I dont think this would work for my company3%BANKING/INVESTMENT/INSURANCEYes,we are already executing this approach33%Not sure-but

88、this strategy is worth considering22%Yes,we are already exploring to implement this approach31%No,I dont think this would work for my company14%FMCGYes,we are already executing this approach31%Not sure-but this strategy is worth considering27%Yes,we are already exploring to implement this approach36

89、%No,I dont think this would work for my company7%MANUFACTURINGYes,we are already executing this approach34%Not sure-but this strategy is worth considering23%Yes,we are already exploring to implement this approach31%No,I dont think this would work for my company12%HEALTHCARE/LIFE SCIENCES/PHARMAYes,w

90、e are already executing this approach26%Not sure-but this strategy is worth considering18%Yes,we are already exploring to implement this approach38%No,I dont think this would work for my company18%LOGISTICS /SUPPLY CHAINYes,we are already executing this approach30%Not sure-but this strategy is worth

91、 considering27%Yes,we are already exploring to implement this approach32%No,I dont think this would work for my company11%PROFESSIONAL SERVICESYes,we are already executing this approach25%Not sure-but this strategy is worth considering23%Yes,we are already exploring to implement this approach40%No,I

92、 dont think this would work for my company12%GOVERNMENT/STATUTORY AGENCYYes,we are already executing this approach24%Not sure-but this strategy is worth considering22%Yes,we are already exploring to implement this approach22%No,I dont think this would work for my company31%HI-TECH ENGINEERINGYes,we

93、are already executing this approach41%Not sure-but this strategy is worth considering12%Yes,we are already exploring to implement this approach29%No,I dont think this would work for my company17%OTHERSYes,we are already executing this approach20%Not sure-but this strategy is worth considering32%Yes,

94、we are already exploring to implement this approach22%No,I dont think this would work for my company26%Offshore Talent Adoption Rate By Industries2022 APAC WORKFORCE INSIGHTS|18Executive Summary1.Niccolo Pisani,Joan E.Ricart,Offshoring and the Global Sourcing of Talent:Understanding the New Frontier

95、 of InternationalizationKeywords2.PERSOLKELLY 2022 APAC Workforce Insights Report,Building Agility With A Contingent WorkforceOffshore Talent Adoption Rate By Market3.Asia Briefing,Key Considerations For Doing Business in Vietnam4.International Trade Administration,Thailand Country Commercial Guide5

96、.Chartered Accountants Australia&New Zealand,What Is The Future of Offshoring?Offshore Location of PreferenceSingapore6.Singapore Overview:The World BankMalaysia7.Malaysia-A country profile-Eye on AsiaIndia8.India-A country profile-Eye on AsiaVietnam9.Vietnam-Market Profile-Enterprise SingaporeIndon

97、esia10.Indonesia-Market Profile-Enterprise SingaporeThailand11.Thailand-Market Profile-Enterprise SingaporeTaiwan12.Assuring Taiwans Innovation Future-Carnegie Endowment for International PeaceHong Kong13.Economic and Trade Information on Hong Kong-HKTDCChina14.China-Market Profile-Enterprise Singap

98、oreSouth Korea15.South Korea-Market Profile-Enterprise SingaporeAustralia16.Australia-Market Profile-Enterprise SingaporeReferences2022 APAC WORKFORCE INSIGHTS|19Asia Pacific markets remain remarkably resilient with transformational trends set to unleash the regions next wave of growth opportunities

99、.Winning in this landscape means achieving the best possible workforce quickly and efficiently to maximise post-pandemic opportunities.PERSOLKELLY provides Regional Talent Solutions to support our clients in hiring and managing offshore talent from 13 markets across Asia Pacific.Together,well help you achieve more.How we can helpContact our friendly team today 2022PERSOLKELLY Pte LtdAll Rights Reserved.2022 WorkforceInsights Report