Companies Creating "High-Quality Jobs" Also Say "Difficult to Secure Top Talent"

High-Income Sectors IT and R&D Ranked "Difficult"
Over Half of Companies "Manage Top Talent Separately"

[Sejong=Asia Economy Reporter Moon Chaeseok] Amid the urgent need for matching "quality jobs" due to low birth rates, an aging population structure, and polarization caused by the spread of COVID-19, companies unanimously expressed that "it is difficult to secure talented personnel."

On the 2nd, Job Korea, a job platform, surveyed 331 HR managers from domestic companies over a week from the 25th to the 31st of last month, revealing that 85.8% of participating companies are experiencing difficulties in securing talented personnel.

The job fields where it is difficult to secure talented personnel were identified as IT (21.1%), Research and Development (R&D, 19.0%), followed by Marketing and Public Relations (17.6%), Sales (14.8%), Sales Support and Management (11.3%), Strategy and Planning (9.9%), and Specialized and Technical roles (9.9%).

To secure talent, companies implemented measures such as ▲building a corporate culture that supports work-life balance (21.8%) ▲offering exceptional performance bonuses and incentives (19.7%) ▲introducing efficient work methods like remote work (17.6%) ▲providing educational opportunities for employee growth (14.8%) ▲actively utilizing internal employee referral systems (12.0%) ▲and conducting recruitment briefings using cutting-edge technologies such as the metaverse (11.3%).

Regarding methods for discovering talented personnel, more companies answered that they rely entirely on internal development (28.4%) than those relying entirely on external recruitment (15.4%), but more than half of the companies were found to combine internal development with external recruitment.

Common characteristics of talented employees identified by HR managers included ▲being passionate about their assigned work (42.6%) as the top trait. This was followed by ▲having diverse job experiences and broad expertise (28.4%), ▲strong sense of responsibility (26.6%), ▲leading teamwork and atmosphere within departments and the company (15.4%), ▲continuous self-development (15.1%), and ▲being personable with good character (14.8%).

Among the companies surveyed, 57.1% reported that they manage talented personnel separately within the company. The most common proportion of talented personnel managed separately was about 3-5% of total employees (33.9%), followed by less than 3% (29.6%) and about 10% (14.8%).

The criteria for selecting separately managed talented personnel included ▲employees who contributed to the company's sales increase (42.9%), ▲top performers in the annual personnel evaluation (27.5%), ▲employees who contributed to the creation of new business for the company (23.8%), ▲employees with extensive experience in the relevant job field (18.5%), and ▲employees recommended by superiors and managers (10.1%).

Methods for managing talented personnel included ▲management through high salaries and salary increases (31.2%), ▲payment of separate rewards such as bonuses (27.5%), ▲adjustment of job titles and special promotions (23.8%), ▲direct management by top executives such as the CEO (20.1%), and ▲granting authority such as independence and autonomy in work (15.3%).

This content was produced with the assistance of AI translation services.