Page 42 - CCFA Journal - Sixth Issue

Job Market 职场分析 加中金融

Many predict that 2022 will continue to be a ‘job-seeker’ or employee market. Labour shortages in 2021 has forced salaries higher
and widened the scope of benefits. We are seeing these trends filter down from top positions in a number of industries beyond -
technology, science, medicine, regulators, etc. A number of these shortages are an amalgamation of factors like pace of immigration
and an aging workforce coupled with the rise of workplace options that the pandemic has amplified. These trends will continually
push employers to raise salaries to attract and retain top talent. Increased salaries will not be the only response to our economy-wide
labour shortage, applicants will consider other factors when searching for the right career.

- Employee experience and the culture of the company will be key to attracting top talent and retaining them. Companies
are making it a priority to invest in the wellness, sense of belonging, sense of fulfillment and access to resources that
employees need and want. We need to address the issues of invisible people and unheard voices to unlock the power and
potential of teams. Therefore tackling ‘Equity, Inclusion and Diversity’ will continue to be a top focus in 2022. Companies
will need to continue to ensure ED&I is embedded in everything that they do – this includes their mission, values, policies,
practices, ties into performance compensation, leadership development and cultural norms. In North America, culture of
the company and tone from the top are highly scrutinized in boardrooms with both the management teams as well as their
governing board of directors. I want to stress that Equity, Diversity, and Inclusion is foundational to industries that aim
to have long term sustainable differentiated competitive advantage. Research shows that diverse and inclusive teams are
better at solving complex problems, are more innovative and make better decisions. A workforce and culture that emulates
the communities and markets where you do business makes economic sense. It should also go without saying that the
diversity of thought and action is the true benefit of a diverse team. If you look different but think and do like everyone
else – there’s very little value. Therefore, maintain your individuality and use it as a differentiated advantage to add value.
- Higher rate of employee turnover is forcing companies to pay a premium for experienced talent or to staff at entry levels
and train them. The latter option is most likely. This will also have implications on the consulting market as companies
may look to offset some of the workload in the interim as they staff and train up employees. In this market, the first timers
and contract workers have an advantage over the experienced worker so long as they keep their compensation
expectations reasonable or marginally lower. Companies will also opt to re-skill and re-train their workforce to help with
retention. Recent studies suggest that a majority of the world’s most admired companies value learning agility and
curiosity over career history and experience when making hiring choices. Therefore, shifting more focus to capabilities
instead of jobs in talent acquisition will be a key trend in 2022.
- The hiring pace will increase as companies look to expediate their hiring process to attain top talent. For jobseekers this
will mean that many companies are running you through their hiring process quickly resulting in potential multiple offers.
If you are faced with scenario, be honest and transparent with companies in saying that you’re considering other offers,
however, be sure to manage the perception of pitting offers against each other or portraying a lack of interest that is often
perceived based on how long you keep them waiting.
- Workplace options such as remote, hybrid and fully distributed ways of working will continue into 2022 to address
changing work norms, lifestyles and potential COVID variants of the future. Not only must employers consider the
productivity of their dispersed workforce, but they will also need to consider staffing relevant skillsets to meet the
demands of these changes. Workers with the skillsets to implement these transitions will be in high demand. With the
shift to remote work, e-commerce, online marketing, and cyber security; many experts believe that skills such as data
analysis, social media marketing, website development, campaign and project management will be highly sought after.

许多人预测，2022 年仍将是一个由“求职者”或劳动力市场主导的求职市场。2021 年的劳动力短缺迫使工资上涨，并提
升福利力度。这一趋势可以看到是从科技、科学、医药、监管机构等多个行业的高层开始蔓延。导致劳动力短缺是众多因
素综合作用的结果，例如移民速度，劳动力老龄化以及疫情导致工作方式的变化。这些趋势将不断推动雇主提高工资，以
吸引和留住人才。提高工资不会是市场劳动力极度短缺的唯一反应，因为申请人在寻找合适的职业时还会考虑其他因素。

- 员工的体验感和公司文化将是吸引和留住人才的关键。公司将会把员工的福利、归属感、成就感以及可供
员工获得的优质资源作为优先投资事项。我们需要重视隐形人和那些被忽视的声音以释放团队的力量和潜力。因
此，解决“公平、包容和多元化”的 问题将继续是 2022 年的重点。公司需要继续确保 ED&I（公平性，包容性和
多元化）融入到层层面面——其中包括将价值观、政策、实践、融入公司绩效薪酬评定，领导力发展以及文化规
范中。在北美，公司的文化和高层基调会在董事会中受到管理层和董事会的严肃审视。我想强调的是，公平性、
多元性和包容性对于那些希望拥有长期可持续差异化竞争优势的行业来说是基石一般的存在。研究表明，具有多
元化和包容性的团队更善于解决复杂的问题，更具有创新性，更能做出一个好的决策。一个模拟社区和市场结构
的工作团队和公司文化更具有商业经济的灵敏度。毋庸多言，思想和行动的多样性一定是多元化团队的法宝。如
果每个人都和其他人做一样思考和决策——提供千篇一律的观点，也就没什么价值了。因此，坚持你的个性，并
将其作为一种差异化优势来增加价值。
- 更高的员工周转率迫使公司在给予有经验的人才高薪酬和给基础职位的员工做培训之间做出选择，而后者
显然是更好的选择。这也将对咨询市场产生影响，因为企业可能希望在招聘和培训员工的负担中转移部分工作量。
在这个市场上，职场新人和合同员工比有经验的员工更有优势，只要他们保持合理或边际化的薪酬预期。同时公
司也会倾向于培训在职员工来提高留存率。最近的研究表明，绝大多数高声誉的的公司在做招聘选择时，更看重
敏捷的学习能力和好奇心，而不是职业经历和经验。因此，在人才获取方面，重点将会转向能力而不是工作经验，
这会是 2022 年的一个关键趋势。

CCFA JOURNAL OF FINANCE February 2022
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