Steven Kang,chairman and co-founder of Vastsea HR Group

Was invited by CCTV to participate in National Craftsman special programe Entrepreneurship recording

      

Recent research by Gartner found that 32% of organizations were replacing full-time staff with temporary workers as a cost-saving measure. The company also predicted that employers will continue to increase their use of contingent talent to maintain flexibility in workforce management.

As the looming skills shortage continues to spread across the globe and the post-pandemic job market becomes even more competitive, the ability to find high-quality candidates is only going to become more difficult.The best thing employers in the manufacturing industry can do is to take proactive measures now to strengthen their hiring practices and prepare for the future. 

Many leading organizations are reevaluating how they engage underrepresented employees and what aspects of their overall strategy need to adapt to become inclusive. This research helps HR leaders consider potential tactics to improve the engagement of underrepresented employees across the workforce.

In addition to the Company’s disaster contingency policy, the Company recognises the need to have a separate pandemic recovery plan and procedure.

Since passive candidates are not actively seeking out new job opportunities, postings on online job boards will likely go unnoticed. To overcome this obstacle, you must find other methods of attracting these prime candidates. 

To complicate matters further, employees’ expectations have shifted significantly since the onset of the pandemic. Therefore, before you build a compensation package, it’s critical to understand how this shift in expectations affects what workers want.