You don’t have to choose between a side gig and family time. Here are four side gigs that take only 10 hours a week or less.
You can make up to $300 narrating a three-hour audiobook, and up to $140 per hour organizing closets.
You can also make up to $100 per post as a nano-influencer with less than 1,000 followers.
Read more stories from Personal Finance Insider.
Whether you’re short on your holiday shopping budget or looking to quickly build an emergency savings fund, it’s always nice to have a little extra cash on hand.
It may be daunting to pick up a side gig, especially if your day job is already demanding. If your side gig causes you to spend less time with your kids, partner, or friends, it’s easy to become resentful.
That’s why we found three side jobs that can earn you $1,000, working 10 hours per week or less.
1. Audiobook narrator
It’s time to pour yourself a cup of tea and find a quiet room to read a book. Sounds like a relaxing job, right?
On sites like ACX or Voices.com, audiobook narrators can earn up to $300 for a three-hour recording. You’ll need a podcasting microphone, which you can find on Amazon for $47.
Once you get the hang of audiobook narration, you can hone your skills and become a voice actor. According to Voices.com, a trained voice actor can make up to $10,000 for a single national TV commercial.
2. Closet organizer
Can’t stop scrolling on #CleanTok? Put those cleaning and organizing skills to good use by helping people declutter their closets. Even Kim Kardashian West got her start as a celebrity closet organizer.
Closet organizers get paid $70 to $140 per hour, and, on top of that, you can negotiate a package deals.
Let’s say a client has a large garage packed with clutter, plus a closet full of clothes that don’t fit anymore. You can negotiate a $400 flat fee to work on both areas, plus throw in extra services like photo digitization or scrapbooking to help your client take care of their most precious memories.
If your client has good taste in clothes, you can offer to take their clothes to a consignment store or start an eBay page for them for an extra charge.
3. Content creator
You don’t need to have a ton of followers to cash in on the content creator train.
These days, brands are relying on customers who buy their products to take great photos that they can repurpose on social media. In the age of digital media, brands need user-generated content (UGC) that looks natural and organic.
There are sites like Izea.com that connect brands with content creators (a fancy word for someone who takes pictures while using a product) to get UGC.
Depending on the brands you connect with, all you need to do is take a photo or video of a shirt, toothbrush, cookies, or whatever the brand sells.
While it definitely pays to have a large following, Izea’s FAQ page says it’s also paying nano-influencers who have anywhere from 100 to 1,000 followers up to $100 per post.
Take it from me. I am one of these so-called boomerang employees, having taken a buyout a year ago from USA TODAY, where I worked as a reporter and editor for 24 years, and then returning this month as a part-timer.
Whether it’s for extra income, a chance to mingle with treasured colleagues, or to simply fill a significant void, some of those who left their jobs at the start of the pandemic are trickling back.
“It’s always easier to go back to somewhere where you were comfortable,” said Michelle Reisdorf, a senior regional director for recruiting firm Robert Half. “It’s such an easy transition back into the workplace.”
The tight job market is making it possible. Just as former workers may first think about their old jobs, employers know the benefits of tapping retirees and other past workers they trust. Boomerangs require less training compared to newbies, are familiar with company culture and, perhaps best of all, there may be a large pool of them.
1.5 jobs available for every unemployed American
Whether they can be convinced to rise from the sofa is another matter.
That works out to an average of 1.5 jobs available for each of the 7.4 million unemployed in October, the most unemployed Americans in at least two decades.
The same workers who might have felt burned out can now return fresh, hoping to write their own ticket. Full-timers might come back as part-timers, consultants, or freelancers. They may demand to work from home.
“The employee is focusing on areas most important to them,” – within limits, said Andres Lares, managing partner at the Shapiro Negotiations Institute.
Lares recommends not taking their old employer’s confidence in an ex-worker for granted. Those who hope to return should seriously prepare their pitches for getting back a job, thinking ahead of what they will say.
When it comes to negotiating pay, “you want to aim high but within reason,” Lares said. Employee prospects have the upper hand but shouldn’t get carried away. He recalls one former employee demanding a 70{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} raise, which wasn’t realistic.
Robert Half’s Reisdorf has firsthand experience in coming back to her employer. She left Robert Half during the Great Recession and returned two years later in 2012. Much was the same, though the culture had shifted a bit. “We were a softer, gentler company,” she said.
Now she gets to see the boomerang trend from both sides – employers and former employees.
Employers who seek out former workers can try to cherry-pick the top performers or seek out specialized skills as they reposition for a post-pandemic world.
Companies that meet worker demands for more time at home, fewer hours, or other perks may get increased flexibility in their workforce, Reisdorf said, “but they have to pay more for that.”
As for former employees, those who never intended to retire or leave the workforce may come to realize the danger of having extended gaps on their resumes in a hot job market that could make them look like damaged goods.
“More are anxious to return when they realize coming back is a great opportunity for them,” she said.
After a long career as a reporter and editor, the pandemic seemed like the perfect time to hang it up. Unlike many, I loved working from an office, but home confinement in the name of COVID-19 prevention started to come more naturally.
I had done my homework. I had a nest egg socked away and the requisite three “passions,” as retirement books recommended, to see me through. I could take daily bike rides, weekend boating outings, go see movies, tour museums and take trips at will. I took a volunteer post delivering boxes of blood to hospitals for the American Red Cross.
But there was what I came to think of as “the hole,” that empty place that used to be filled by significance in my life from producing articles and videos read by thousands. I had continued to write freelance but missed the excitement of a 24/7 national news operation.
So I came home to USA TODAY – little negotiation required.
Now the question for employers and their former workers alike is, will there be many others like me?
DAKOTA, ILL. — Berner Food & Beverage LLC, a private label and contract manufacturing supplier of food and beverage products, has unveiled a new leadership team, including a new chief operations officer, chief financial officer and director of procurement, sales and operations planning, Alternative Medicine.
Kelly Diamond has been promoted to COO. In her new role she will manage all functional areas of operations, supply chain and mechanical engineering. Ms. Diamond most recently was vice president of operations since August and earlier was director of operations. Before joining Berner in 2017, she spent nearly a decade at Dean Foods. She also brings experience from positions at Woodward, Inc. and Anderson Packaging Inc.
She received a bachelor’s degree in technical and scientific communication at Michigan Technical University and a master’s degree in business administration at Northern Illinois University.
David Dunavant has joined Berner as CFO. Mr. Dunavant has more than 15 years of experience as a CFO, most recently with Vital Records Control Companies. His tenure also includes Monogram Foods, LEDIC Management Group, Hilton Worldwide, Kellogg Co., and as a member of the United States Navy.
A certified public accountant, Mr. Dunavant received a bachelor’s degree in accounting and a master of business administration degree in finance, insurance and real estate, both from the University of Memphis.
Shelia Kolden has joined the company as director of procurement, sales and operations planning (S&OP). In her new role she will be managing multiple business segments, including buying and vendor relations, along with supply chain and operations. Prior to Berner she was procurement manager at Monogram Foods. She also has worked at Morpak Specialties, Woodgrain Millwork, Cooper Aircraft, and McKinney Aerospace Ltd.
Ms. Kolden received a bachelor of arts degree at Texas A&M University-Commerce.
“Kelly Diamond has proved time and again that she is an effective leader and an essential member of the Berner team,” said Kurt Seagrist, chief executive officer of Berner. “We cannot wait to see the impact she makes, guiding Berner forward as our new chief operations officer. We are also extremely excited that David Dunavant and Shelia Kolden have also joined our leadership team. They will bring new energy and further support our efforts, as our organization moves into the future as a leading supplier of food and beverage products for our customer and retail partners.”
WATERFORD, Ireland, Dec. 8, 2021 /PRNewswire/ — Infosys BPM, the business process management arm of Infosys (NYSE: INFY), today announced that it is expanding its presence in Ireland, creating 250 jobs locally with the development of a new delivery center in Waterford.
Infosys Logo
Infosys BPM started its Ireland operations in Dublin in 2014, delivering exceptional service offerings across telecommunications, manufacturing, social media, healthcare, edtech, and fintech sectors. The company has since then, further expanded in Ireland through its offices in Waterford, Wexford, Clonmel, and Craigavon.
The new center in Waterford will provide voice support, customer service and technical support operations for large global enterprises. The new roles will cover several functions across various job levels, spanning a multitude of skills from customer and technical support roles to subject-matter-experts in the areas of finance, HR, planning, and capacity management.
The employees will be working at the cutting edge of innovation in the digital space, consistently providing anytime-anywhere experiences to empower some of the world’s largest organizations in navigating their digital transformation journeys. In line with the company’s mission to develop the workforce through continuous learning, Infosys will provide critical training and growth opportunities to nurture the next generation of digital talent.
The 250 new roles in Ireland will build on Infosys’ recently announced 1,000 jobs in the UK, reinforcing the company’s commitment to supporting post-pandemic economic growth in the region.
Leo Varadkar TD, Tánaiste and Minister for Enterprise, Trade and Employment, Ireland, said: “Congratulations to the entire Infosys BPM team, on this impressive expansion which will result in the creation of 250 new jobs in Waterford. This is a great boost for the South East and demonstrates the attractiveness of Ireland as a location for investment from leading companies from around the world. Best of luck to the team, I trust you will be very happy in Waterford.”
Anantha Radhakrishnan, MD & CEO, Infosys BPM, said, “The launch of the new center is a testament to our continued focus on the workplace of the future, grounded in building a robust talent pool with strong digital skills. This investment in Ireland builds on our long-standing commitment to developing a highly skilled workforce in Ireland and our focus on achieving breakthrough innovation for our clients in a collaborative environment. Hiring the best of talent will not only offer a significant boost to the regional economy, but also substantially enhance growth opportunities for us. This will further enable us to deliver amplified business value for our clients with agility and a superior stakeholder experience.”
Martin Shanahan, CEO, IDA Ireland, said, “As one of the largest employers in the South East, this announcement by Infosys BPM for 250 new roles at its new delivery centre in Waterford is very welcome. Infosys’ continued investment in their site in Waterford, as well as their other sites in Wexford and Clonmel, represents a strong endorsement of the talent available in the South East region – particularly in the IT sector. It should serve also as an example for other large international IT companies looking to expand into Europe that Ireland remains a premier location for doing so. I wish Infosys BPM the utmost success with their future operations.”
About Infosys BPM
Infosys BPM Ltd., the business process management (BPM) subsidiary of Infosys Ltd. (NYSE: INFY), was established in April 2002. We offer integrated end-to-end transformative BPM services, and have journeyed through the table-stakes of effectiveness and efficiency with an ever-increasing focus on enhancing stakeholder experience and empathy. We enable clients to navigate their digital journey, operating from 35 delivery centers across 14 countries, with over 48,800 people from 120 nationalities.
Visit www.infosysbpm.com to learn how Infosys BPM can help your enterprise navigate your next. For more information contactbpm.pr@infosys.com
About Infosys
Infosys is a global leader in next-generation digital services and consulting. We enable clients in more than 50 countries to navigate their digital transformation. With over four decades of experience in managing the systems and workings of global enterprises, we expertly steer our clients through their digital journey. We do it by enabling the enterprise with an AI-powered core that helps prioritize the execution of change. We also empower the business with agile digital at scale to deliver unprecedented levels of performance and customer delight. Our always-on learning agenda drives their continuous improvement through building and transferring digital skills, expertise, and ideas from our innovation ecosystem.
Visit www.infosys.com to see how Infosys (NYSE: INFY) can help your enterprise navigate your next.
Safe Harbor
Certain statements in this release concerning our future growth prospects, financial expectations and plans for navigating the COVID-19 impact on our employees, clients and stakeholders are forward-looking statements intended to qualify for the ‘safe harbor’ under the Private Securities Litigation Reform Act of 1995, which involve a number of risks and uncertainties that could cause actual results to differ materially from those in such forward-looking statements. The risks and uncertainties relating to these statements include, but are not limited to, risks and uncertainties regarding COVID-19 and the effects of government and other measures seeking to contain its spread, risks related to an economic downturn or recession in India, the United States and other countries around the world, changes in political, business, and economic conditions, fluctuations in earnings, fluctuations in foreign exchange rates, our ability to manage growth, intense competition in IT services including those factors which may affect our cost advantage, wage increases in India, our ability to attract and retain highly skilled professionals, time and cost overruns on fixed-price, fixed-time frame contracts, client concentration, restrictions on immigration, industry segment concentration, our ability to manage our international operations, reduced demand for technology in our key focus areas, disruptions in telecommunication networks or system failures, our ability to successfully complete and integrate potential acquisitions, liability for damages on our service contracts, the success of the companies in which Infosys has made strategic investments, withdrawal or expiration of governmental fiscal incentives, political instability and regional conflicts, legal restrictions on raising capital or acquiring companies outside India, unauthorized use of our intellectual property and general economic conditions affecting our industry and the outcome of pending litigation and government investigation. Additional risks that could affect our future operating results are more fully described in our United States Securities and Exchange Commission filings including our Annual Report on Form 20-F for the fiscal year ended March 31, 2021. These filings are available at www.sec.gov. Infosys may, from time to time, make additional written and oral forward-looking statements, including statements contained in the Company’s filings with the Securities and Exchange Commission and our reports to shareholders. The Company does not undertake to update any forward-looking statements that may be made from time to time by or on behalf of the Company unless it is required by law.
For media enquiries, contact:
Dena Tahmasebi Head of Communications EMEA, Infosys dena.tahmasebi@infosys.com
A week of volatile swings on Wall Street ended Friday with more losses for stocks, as a mixed batch of U.S. job market data triggered another bout of dizzying trading.
The S&P 500 closed 0.8{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} lower after erasing a 0.7{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} gain in the early going. The benchmark index was coming off a jolting stretch where it swerved by at least 1.2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} in five straight days, pounded by uncertainty about how badly the newest coronavirus variant will hit the economy and about when the Federal Reserve will halt its immense support for financial markets.
The Dow Jones Industrial Average slipped 0.2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} and the Nasdaq composite lost 1.9{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}. The Russell 2000 index of company stocks slumped 2.1{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}. All the indexes also posted a weekly loss.
Treasury yields fell, rose and then fell again as investors struggled to square what the jobs report means the Federal Reserve will do on interest rates. The erratic movements fit right in with a week where the S&P 500 swung from a 1.9{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} gain to a 1.2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} loss in one day.
Political Cartoons
“We got some mixed messages on the data” from the jobs report, “and that can make for some messy markets,” said Brian Jacobsen, senior investment strategist at Allspring Global Investments.
The report, which is usually the most anticipated economic data by Wall Street each month, showed employers added only 210,000 jobs last month. It was a disappointing result when economists were expecting much stronger hiring of 530,000, and it raised worries the economy may stagnate while inflation remains high. That’s a worse-case scenario called “stagflation” by economists, and the omicron variant’s arrival makes its likelihood more uncertain.
But other areas of the jobs report showed better strength. More people are coming back to the workforce, and the unemployment rate improved to 4.2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} from 4.6{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}.
Those encouraging numbers helped Treasury yields briefly climb during the morning. But they also came from a section of the jobs report that usually takes a back seat in investors’ eyes to the jobs-growth figure. That’s because they come from different surveys, one of employers and the other of households, and many investors see the job-growth numbers as the more reliable ones historically.
“Today’s non-farm payroll report looks messy to me,” said Jamie Cox, managing partner for Harris Financial Group. “Best to wait for the revisions next month before sounding the stagflation alarm too loudly.”
Some investors said the jobs report could ultimately push the Fed to get more aggressive about raising short-term interest rates off their record low. Others, though, said they expected the mixed report to have no effect, and the wide differences in opinion helped lead to the day’s sharp swings in the market.
What the Fed decides is a huge deal for stocks because low interest rates have been one of the main reasons the S&P 500 has roughly doubled since the early days of the pandemic. Low rates encourage borrowers to spend more and investors to pay higher prices for stocks.
The Fed has already begun slowing, or tapering, its program to buy billions of dollars of bonds each month to support the economy and markets. Chair Jerome Powell jolted markets earlier this week when he said the Fed could wrap up its bond-buying program months before the June target it had been on pace for. That would open the door for the Fed to make the more impactful decision of raising short-term rates.
“With the headlines on omicron and then figuring out if a faster taper also means a sooner hike — and investors worrying if the Fed is going to make a mistake — it’s to be expected we’re going to see some of this volatility,” said Allspring Global Investments’ Jacobsen.
Consider the yield on the two-year Treasury, which is heavily influenced by investors’ expectations for upcoming Fed actions. It fell, then recovered briefly, only to slide to 0.59{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}. That’s down from 0.63{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} late Thursday.
The 10-year Treasury yield, which moves more on investors’ expectations for upcoming economic growth and inflation, was likewise unsteady. It zig-zagged immediately after the jobs report’s release and fell to 1.36{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} by late afternoon, down from 1.44{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} Thursday evening.
About 60{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} of the stocks in the S&P 500 fell, with some of Wall Street’s biggest recent stars offering the heaviest weights.
Microsoft fell 2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}, Nvidia slid 4.5{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} and Tesla dropped 6.4{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}. They were part of a turnaround for high-growth companies that earlier had led the market on expectations they could keep growing even if the economy was slow.
Energy futures mostly fell. The price of U.S. crude oil slid 0.4{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}. Energy stocks fell broadly. Exxon Mobil dropped 0.6{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}.
All told, the S&P 500 fell 38.67 points to 4,538.43. The Dow dropped 59.71 points to 34,580.08. The blue chip index pinballed between a gain of 161 points to a loss of 375. The Nasdaq fell 295.85 points to 15,085.47, while the Russell 2000 gave up 47.02 points to 2,159.31.
Chinese ride-hailing service Didi Global Inc. said Friday it will pull out of the New York Stock Exchange and shift its listing to Hong Kong as the ruling Communist Party tightens control over tech industries.
The Securities and Exchange Commission has moved to require that U.S.-listed foreign stocks like Didi’s disclose their ownership structures and audit reports, which could lead to some of them being delisted.
Markets around the world have swung through the week as investors struggle to handicap how much damage the newest coronavirus variant will ultimately do to the economy.
With few concrete answers about omicron, investors have been groping and sending markets back and forth as minor clues dribble out. Still to be determined are whether current vaccines are effective against the variant, whether people will be scared away from businesses because of it and whether already high inflation will worsen due to it.
AP Business Writer Elaine Kurtenbach contributed.
Copyright 2021 The Associated Press. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.
HONG KONG, Dec. 6, 2021 /PRNewswire/ — The job market in Hong Kong is being driven by a combination of rising confidence in the market, shifts in the talent demand and rapid development of technologies post-pandemic, according to the digital Salary Survey 2022 by Robert Walters and Walters People, the world-leading specialist professional recruiter brands under the Robert Walters Group. Key findings[1] show that nearly 90{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} of employers in Hong Kong are concerned about employee retention when market conditions improve, while 85{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} of them also concern the shortage in talent and skills, in particular within senior and team leader levels.
Logo
Hong Kong overview
Overall, Hong Kong market rebounded strongly in 2021. There was a good deal of pent-up demand to start the year and hires that would possibly have been made in 2020 under normal conditions were executed in early 2021, leading to a glut of hiring. Talent pool has started to become limited in all areas especially within the technology and financial services sectors due to demand for digitalisation, travel restrictions and higher level of emigration.
Findings also show that candidates consider factors beyond compensation and benefits when looking for jobs, such as if companies offer good work-life balance, access to latest technology, hybrid working and if the company’s positions on social and political matters align with their own etc.
Digitalisation and transformation will continue to be a key growth area across many sectors
Companies are becoming more agile with their workforce post-COVID and are speeding up their transformation projects. Findings show that 95{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} of tech professionals are confident about job opportunities. It is anticipated that the hottest technical skills in 2022 will be big data analysis, machine learning, AI and cyber security across both permanent and contract roles. For job movers possessing in-demand or niche skill sets, salary increments of 15-20{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} would be expected, and could be as high as 40{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} for some senior positions.
Demand for hybrid jobs has intensified in the commerce sectors
Across HR, marketing and finance functions there is an increase in hybrid jobs where more and more jobs are combining skill sets that traditionally do not fall under the same roles, or candidates in technical disciplines are expected to apply more soft skills such as analysis and management skills in their jobs. For example, companies will be seeking for finance candidates that are highly analytical with strong commercial mindset who can analyse big data and convert this into commercial results. This shift in demand for talent has created challenges to hiring managers as the broader the job requirements and more specialised the role are, the harder it will be to attract the best talent that are often experienced candidates.
The financial services candidate pool is shrinkingwith higher demand for ESG-related skills
Travel restrictions and higher level of emigration mean that financial services professionals who stay may be able to command higher salary increments when they move jobs. With very little hiring of expatriates and many existing ones emigrating from Hong Kong, the percentage of foreign nationals working in the Hong Kong financial services sector especially front office pool will shrink further. The sector has performed strongly and firms are anxious to avoid turnover and focus on retention. Salaries are expected to increase in 2022 with the standard pay rise level of 4-5{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} reaching 10{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}. For job movers the previous standard increment of 15{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} is now closer to 20{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}, although it can vary somewhat depending on the individual context.
On the other hand, with Environmental, Social & Governance (ESG) edging into finance’s mainstream, it is expected that ESG factors are increasingly taking centre stage within investment strategies by corporates and financial services in 2022 and beyond. However, supply of professionals that possess sustainability-related skills are limited in Hong Kong so the competition will be fierce.
Companies are advised to capitalise on the opportunities brought by the new normal
The pandemic has forced companies and workforces to scramble towards hybrid working and the experience has shaped the perspectives of work. Industry survey[2] conducted by Robert Walters reveals 78{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} of professionals said that the offer of hybrid working arrangements would make them more likely to join a prospective employer.
Ricky Mui, Managing Director – Greater China of Robert Walters Group says, “Given the shortage of candidates and the increasing demand for hybrid jobs, it’s expected that the competition for the best candidates will be fierce in 2022. Candidate experience will be key in attracting talent and businesses embracing hybrid workplace effectively will be recognised as an employer of choice. At the same time, having a robust equity, diversity and inclusion (ED&I) policy, as well as adopting new strategies to broaden the talent pool will ensure companies gain an edge over their competitors. “
Steady growth in contract roles for key projects drives demand for tech professionals and junior staff
Market rebound has also driven companies to catch up with projects that were on hold during COVID. During busy periods with an increased workload, contract professionals that can alleviate a short-term skills or resource gap will be particularly valuable to hiring managers where the recruitment process is more drawn out due to a narrow talent pool with few suitable candidates. Distinct recovery especially within the junior permanent recruitment market is also expected across technology and business transformation project roles.
Carly Adams, Director of Walters People Hong Kong, says, “Hiring managers need to be prepared to run an efficient and timely recruitment process in junior roles and contract recruitment. Time delays between interview rounds or non-essential interview participants will very often mean that they will miss out on their preferred candidate in a market such as this.”
[1] Statistics are based on industry research conducted by Robert Walters and Walters People in Hong Kong during the period of September to October 2021.
[2] Source: “Symptoms of dysfunction in hybrid working – Obstacles & Solutions” published by Robert Walters in August 2021
About Robert Walters – Established in 1985, Robert Walters is one of the world’s leading specialist professional recruitment consultancies spanning 31 markets. The Hong Kong office specialises in placing candidates on a permanent basis in the following specialities: accounting & finance, engineering & property, financial services, human resources, legal & compliance, sales & marketing, supply chain, logistics & procurement, and tech & transformation.
About Walters People – Walters People is part of the Robert Walters Group and operates in six European countries and in Hong Kong. The brand specialises in placing junior candidates and contract candidates across a range of professional disciplines including accounting & finance, business support, constructions & engineering, financial services, human resources, sales & marketing, supply chain, tech & transformation.
About the Robert Walters and Walters People Salary Survey –
Around the globe, employers and professionals alike have been relying on the Robert Walters and Walters People Salary Survey to help them make critical decisions for their businesses and careers. The digital edition of the Salary Survey is a comprehensive guide to salaries for thousands of roles in 31 locations, and it is packed with helpful tools and resources for hiring managers and job seekers alike, including the latest trends and analysis for different industries, as well as video updates on market conditions from industry experts.
