‘Jobseekers’ needs are becoming more sophisticated,’ expert says
Print Edition
WITH summer holidays underway, the focus of university graduates turns to jobs from studies.
Shanghai Daily invited Bianca Wong, director of human resources and corporate communications for Jebsen Group, a Hong-Kong based marketing and distribution company, to share her views about changing supply and demand in the job market.
Wong is a frequent speaker on Chinese university campuses, offering recruitment insights and practical tips for seniors on the cusp of starting their careers.
She holds a master’s degree in science and has 13 years’ experience in the human resources sector. She was formerly managing director of human resources for the North Asia region of FedEx.
Jebsen acts as agent for a range of businesses throughout East Asia, including luxury products, beverages, electronic consumer goods, and industrial equipment.
Q: When you visit Chinese universities, what are the most frequent questions you get asked?
A: I always enjoy interacting with university students. It is very encouraging to see that the young generation — our future leaders — has strong self-awareness and the drive to succeed. Most frequently, they ask about how they can build successful careers. They also wonder whether it’s possible to enjoy their work and integrate their personal interests with their jobs.
Q: What advice do you usually offer them and jobseekers in general?
A: I always remind them that learning is a lifelong journey. They need to continuously practice thinking skills, such as identifying the right problems, collecting data and facts, analyzing them, developing and reviewing options, and coming up with effective solutions. I tell them to leverage every opportunity to ask not only “why” but also “why not.”
Also, it’s important to gain leadership experience even when you are not in a managerial position. Leadership qualities include observation and direction, the ability to motivate and influence others and to work in a team setting. Empathy, including attentive listening skills, and the ability to collaborate are crucial competencies for a great leader.
While graduates should set realistic career goals, I also recommend them not to set limits too high for themselves.
Q: Some university graduates are not paid as much as skilled laborers. Does that suggest that higher education has lost its value?
A: Higher education is still much valued because a good university educational experience should not only equip students with academic knowledge, but also allow them to practice analytic thinking and problem-solving skills. It also trains a person in self-discipline and peer learning. These transferrable skills are essential in career development, regardless of industry.
Q: Have the main concerns of jobseekers been changing in recent years?
A: Jobseekers’ needs are becoming more complicated and sophisticated. Besides salaries, benefits, job roles and development opportunities, they are increasingly more concerned about the sustainability and business strategies of the organizations where they choose to grow their careers. They are also exploring mutual values and companies’ commitments not only to employees but also to the community and the environment. Organizations, including us, increasingly see the importance of being more proactive in communicating company values, culture and the work environment in a realistic and credible way during our very first interactions with candidates.
Q: How is Jebsen adapting to today’s need for life-work balance?
A: We are committed to allocating resources toward fueling the growth of local talent and promoting competitiveness. Besides training and development, we also care deeply about the well-being of our employees, and we hold events such as work-life balance days, staff well-being weeks and lunchtime seminars on a variety of health and recreational topics.
Q: Do you find Chinese employees require any special incentives or support that is different from other places?
A: China has developed so rapidly in recent decades, and its talents have grown at the same or even at a faster pace. The Internet economy has enabled people to receive information and gain knowledge from a variety of sources and in a much shorter time. With a wide geographic coverage, companies have to ensure employees in different locations are receiving consistent messages and training, and that their own experiences in the organization are the same so that they can deliver consistent brand and consumer messages. This also includes a robust leadership-training framework so that the management team is well equipped in leading and developing their respective team members to achieve success.
On the other hand, I also believe that organizations that can address the issue of employee mobility well will be able to retain and develop strong talent to support growth.
Q: As an employer, what qualities will you value the most?
A: Jebsen is a diversified company in different sectors. For us, successful employees are those who embrace long-term commitments, strive for excellence, are trusting and are willing to take responsibility and work independently. As changes are inevitable in the markets we serve, the ability to adapt and learn in different environments is also an important factor. These qualities allow us to help employees develop in different directions, based on their demonstrated competencies within the organization.
Q: Senior students will start thinking about job hunting after the summer break. What challenges do they face?
A: Students may find that company requirements are becoming more rigorous. Increasing competition means that many students want to gain job experience before they graduate, through internships.
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