ManpowerGroup香港早前公布的2023年第二季《就業展望調查》報告結果顯示，85%香港僱主面臨人才短缺和招聘困難的問題。人才短缺率已達到17年來的最高點，高於全球平均的77%。
《就業展望調查》訪問的510僱主當中表示，首5大短缺技能分別是資訊科技及數據(43%)；工程技術(28%)、銷售及市場推廣(25%)；有關環境、社會和管治(ESG)的風險管理及諮詢(22%)；可持續發展及環境相關技術(21%)。
受疫情及移民潮打擊，本港勞動人口在過去3年間鋭減19萬。ManpowerGroup大中華高級副總裁徐玉珊表示，勞動人口的大幅下降是結構性人才流失，短期內難以彌補19萬的勞動力缺口；再加上當前經濟復甦，各行各業增聘人手，預計未來一兩年本港人才短缺問題更為嚴峻。
徐玉珊指出，人才流失有不同原因，是否回流仍屬未知之數。她相信這些人才希望定居在經濟發展良好且前景看好的地方，但若居住不適應或找不到合適工作，亦有機會回流。她觀察到越來越多公司願意容納或聘請居住在海外的員工處理香港業務。
人力資源平台Deel發布《全球招聘趨勢報告》顯示，香港企業正積極在全球招聘以填補人才空缺，應付疫情後的需求。按企業招聘率計算，香港在亞太地區排名第二，全球排名第六。香港企業最常從烏克蘭、印度、菲律賓、英國和美國招聘遙距員工。
徐玉珊就緩解人才荒方面建議，香港應考慮是否有些職位需要輸入外勞，而企業不可只靠政府，須多方面作提升，例如增加內部培訓及提供晉升機會、改善薪酬福利等。她又提到，不少企業以外判形式聘請臨時員工，以緩解人手短缺問題。此外，企業應構思如何應用人工智能及自動化技術來提高效率，有助於減少對人手的需求。
According to the recently published Q2 2023 "Employment Outlook Survey" report by ManpowerGroup Hong Kong, 85% of Hong Kong employers are facing talent shortages and recruitment challenges. The talent shortage rate has reached its highest point in 17 years, surpassing the global average of 77%.
The survey, which interviewed 510 employers, revealed the top five in-demand skills as: information technology and data (43%); engineering (28%); sales and marketing (25%); environmental, social, and governance (ESG) risk/ advisory/governance (22%); and sustainability/environmental (21%).
Due to the pandemic and immigration wave, Hong Kong's labour force has sharply declined by 190,000 in the past three years. Lancy Chui, Senior Vice President of ManpowerGroup Greater China Region, stated that this significant drop in the labour force is due to structural talent loss, making it difficult to compensate for the 190,000 labour force gap in the short term. With the current economic recovery and increased hiring across industries, Hong Kong's talent shortage problem is expected to become more severe in the next one to two years.
Chui pointed out that the reasons for talent loss vary, and whether they return remains uncertain. She believes that these talents hope to settle in places with strong economic development and promising prospects, but they might return if they cannot adapt or find suitable jobs. She also observed that more and more companies are willing to accommodate or hire employees residing overseas to handle Hong Kong businesses.
The “State of Global Hiring Report" released by Human Resources platform Deel shows that Hong Kong companies are actively recruiting globally to fill talent gaps and meet post-pandemic demands. Based on the corporate recruitment rate, Hong Kong ranks second in the Asia-Pacific region and sixth globally. Hong Kong companies most frequently hire remote employees from Ukraine, India, the Philippines, the United Kingdom, and the United States.
To alleviate the talent shortage, Lancy Chui suggests that Hong Kong should consider whether some positions require the introduction of foreign workers, and businesses should not solely rely on the government. They should take multiple measures to improve, such as increasing internal training and promotion opportunities, enhancing remuneration and benefits, etc. She also mentioned that many companies hire temporary employees through outsourcing to alleviate the labour shortage problem. Furthermore, companies should explore the application of artificial intelligence and automation technologies to boost efficiency, which can ultimately help reduce the demand for labour.
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