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RMG Selection has reported the result of China Talent-flow Survey in March 2013, on talent flow rate, its characteristics, and the function of headhunters and recruiters in 2012. RMG Selection is an Asian focused specialist recruitment and executive headhunting firm with over 200 regular clients, and network partners in 27 countries all over the world.  RMG China Talent-flow Survey was carried out in January and February 2013 and collected over 2000 samples. The survey combined the actual situations in China and cover different region, enterprise type, working experience, education background and gender etc. The result shows that China employment market is still very active, and the phenomena of “job hopping” is becoming more and more popular active. The characteristic is more obvious in different groups; the barriers between different regions are becoming lower, and at the same time, headhunter has become an even more important part of the power behind ‘talent flow’.

Key Findings from the survey Market Landscape

• The employment market is still active, last year over 30% of people even changed jobs.
• The percentage of job-hoppers from private enterprises is 39%; that of state-owned enterprises is only 25%.
• The highest percentage of job-hoppers is those grouped in the monthly salary of 10000&40000RMB.
• Both men and women are active on a similar level.

Headhunter Role

• Nearly 60% of people are more willing to change jobs via headhunters.
• Nearly 80% of middle and high income earners choose headhunters.
• Headhunters are “killing” into state-owned enterprises.
• More than half of people believe headhunters are more professional on phone than direct contacts from companies’ own employees.
• The bigger the company, the more trust they have in the headhunters.
• MBAs are most favored by headhunters; the difference with PhD. is not big.
• Online CV submission results: PhD holders are less popular than undergraduates

Flowing Appreciation

• 80% of people needed to job hop to get a salary increase of 20% or higher.
• The expectation of salary increase is slightly higher for men than women for job-hopping.
• The 30-40 years old age group, are even more eager to obtain a substantial salary increase.
• The higher salary people have, the smaller impact of annual bonus to job changing.

Cross-domain Flowing

• 70% of people are willing to work in other cities.
• Half of people who are over 50 do not mind working in any cities.
• The higher the salary, the more difficult it is to change working city.
• Males are more willing to adapt to different areas.

Headhunter, a word which is a little strange for people a decade ago, has now become strong power in the process of talent flow. 57% employees hope to change job through headhunters; 50.26% employees are placed successfully by the headhunter; besides, 52.22% employees have the thought that the calls from headhunters are more professional. All these have demonstrated the increasing acknowledgement and understanding towards the headhunters. More companies have acknowledged the concept of “recruiting by headhunters”, 28% employees in state owned enterprise have the experience of changing job successfully through the headhunters. On the other hand, we find that the headhunting companies in China are varied in quality, only a small part of them have professional work procedure and genuine career guidance and training toward candidates. ‘Although the business development is becoming more and more mature, how to select professional partners will be a big challenge for most employers and job seekers in the future.’, said Robert Parkinson, Founder & CEO of RMG Selection. Download Talent Flow Survey 2013 (TFS 2013) at https://www.rmgselection.com/index.php/2012-12-07-06-20-23/tfs-download Contact us at [email protected] or Call +86 10 5896 2288 for the details of the report.