Posts Tagged “workinginhongkong.com”
I coined this expression a few years ago and frankly, I’m surprised it didn’t catch on. Particularly in Asia, many companies seem content to let their recruiters simply ‘weed out’ candidates that don’t get a check in the boxes. In doing so, they are losing sight of finding someone who can meet the performance objectives without being burdened by the employer’s preconceived success factors.Indeed, these factors are often in reality ‘status-quo’ factors.
The ‘Weeder’ recruiter will disqualify candidates who don’t meet the salary band, required years of experience, job title expectations or all mandated skills.
The ‘Seeder’ will identify the motivators and performance benchmarks of meeting increasing challenges over time, the ability to acquire or hire skills that they don’t currently have and will understand how they overcame obstacles relevant to the hiring company.
If you want to seed your organisation with different skills and make hires capable of developing beyond the role they are being hired into, look to your gatekeepers! It might be worth reminding them that great performers are unlikely to be interested in lateral transfers or in companies that equate future potential with check-box hiring.
Author Peter Udall
PwCs latest Cities of Opportunity report analyzes 30 cities (all capitals of finance, commerce, and culture) and through their current performance, seeks to understand what makes cities function best. PwC also investigated both the urbanization and demographic mega-trends that shape global cities.
Hong Kong with 1,156 points made it into 8th place overall, behind London (1,290 points), New York, Singapore (1,230), Toronto, San Francisco, Paris and Stockholm.
Hong Kong scored well for:
- Airport-City Access
- Attracting Foreign Domestic Investment
- Broadband Quality
- Cost of public transport
- Digital Economy
- Ease of Commute
- Ease of entry (visa)
- Ease of starting a business
- IP Protection
- International Toursists
- Shareholder Protection
- Maths/Science Skills
- Level of Operational Risk
- Top 100 Airport
- Corporate Tax Rate
- Workforce Management Risk
- Working Age Population
- World University Rankings
Hong Kong scored poorly for:
- Cost of Business Occupancy
- Natural Disaster Risk (?)
- Public Park Space
Peter Udall (Guest Editor)
This year marks the 13th edition of the Global Information Technology Report, which provides a comprehensive assessment of networked readiness, or how prepared an economy is to apply the benefits of information and communications technologies (ICTs) to promote economic growth and well-being. Using updated methodology that was introduced in 2012, the report ranks the progress of 148 economies in leveraging ICTs to increase productivity, economic growth and the number of quality jobs.
With the most pronounced improvement among the top 10, Hong Kong SAR (see page 179) climbs six positions to 8th place. The sharp improvement in its score is driven by improvements in conditions for innovation and entrepreneurship (2nd) that were already very positive, a robust skills base (10th), and stronger business (16th) and government usage (24th). Overall, Hong Kong SAR enjoys a fairly well developed ICT infrastructure that, coupled with a stable environment conducive to innovation and entrepreneurship (4th), results in good economic (13th) and social (11th) impacts. Notwithstanding these strengths, individual uptake remains lower than it is in the Nordic countries that lead the rankings.
Indeed, it is this access to the skilled local talent pool that contributes to making Hong Kong ‘the best country for doing business globally‘!
ECA International have recently released their survey results revealing the Asian markets where expatriate staff receive the highest pay packages.
According to their survey results, middle managers in Hong Kong on expat packages receive the 5th highest pay in the region. Local salaries were the second lowest in Asia, but the benefits were the highest. If benefits are excluded, Hong Kong drops to 15th place.
It should be noted that ‘expat’ terms usually only apply to internal transfers or to new hires above the middle management level. Most new hires at this level will be on ‘local terms’ even if the candidate resides abroad. See our related articles on applying for Hong Kong jobs and Hong Kong employment contracts.