Looking forward to the second half of 2024, 41% of companies plan to recruit less than 10 full-time employees, mainly in the fields of marketing, business, information technology and project management, to support business growth and achieve sales targets.
Liu Junyi, founder of Cake, emphasized
that to seize the opportunity to recruit AI talents, companies should focus on three major strategies: first, make good use of matching and selection, and expand cooperation possibilities; second, based on the operating structure or customer journey, Define the application scope of AI, find the focus points that can create value, and provide targeted job descriptions and recruitment processes; finally, assemble online job hunting communities and platforms, and use multiple content channels to attract high-potential AI talents.
Cake’s recruitment database shows
that the salary increase in the computer hardware field will be as high as 55% in 2024, far exceeding the 2% in the system and application software field.
Trend 4: Problem solving, soft power and quick adaptation have become the focus of recruitment for talent grabs
According to statistics from the Accounting and Accounting Office, the number of employed people in Taiwan reached 11.61 million in August 2024, and the number of unemployed people increased to 419,000. The high turnover of personnel has prompted companies to flip their stockholder database recruitment strategies. They no longer rely solely on academic qualifications as screening criteria. More than half of the companies now focus on assessing candidates’ problem-solving abilities and cultural fit, hoping to recruit candidates with strong communication skills, leadership skills, and teamwork. Excellent talents with soft skills such as spirit and the ability to quickly learn and adapt to changes.
In Cake’s talent recruitment
database, 51% of the companies surveyed said they value candidates’ problem-solving skills the most.
How to create a workplace environment that can the power of words in marketing and sales stimulate talent advantages and promote rapid learning and adaptation will be the key for employers to stand out in future recruitment competitions.
Take Taiwan Laiya, which has been
rooted in Taiwan for more than 30 years, as an example. In its reserve cadre recruitment plan in early 2024, in addition to disclosing the content of corporate culture and powder data sustainable social responsibility according to job vacancies, it also shared the content of reserve cadre seniors. The experience of promoting Taiwan Laiya’s unique business thinking, leadership, creativity, teamwork skills, etc., is exposed in major marketing recruitment channels, calling for more potential job seekers’ interaction and brand favorability.