Jun 7, 2010 (PRN): Hays Specialist Recruitment Japan KK ("Hays") has announced the results of its 2010 Hays Salary Guide, which tracks salaries and recruiting trends across Asia based on research compiled from 780 decision makers at highly influential companies in Japan, China, Hong Kong, and Singapore.

Among the findings for Japan:

- On the candidate side, there is increased confidence in the market and a pent-up demand for change is coming into play, as employees previously hesitant to move during an uncertain period are now seeking new challenges.

- At the same time, 30% of employers anticipate providing a raise of at least 3% or more at their next employee salary review, and 45% said they would give a bonus to at least 20% of their employees this year.

- 31% of the employers said they had lowered staff levels last year, cuts that appear to have been too deep as the economy started to recover.

- In reaction to this, 35% said they now expect permanent staff levels to rise over the next 12 months.

According to Hays' recruitment specialists, businesses are now seeking to rebuild their teams but are going about this in a cautious fashion- hiring now involves more checks and interviews than was previously the case and employers seek to take on only their ideal candidate.

Nigel Heap, Managing Director of Hays Asia Pacific, said regarding Japan's outlook for 2010, "Skill shortages are likely in some areas and competition for the best talent will be high. The candidates in greatest demand are those with international experience, particularly those fluent in both English and Japanese. Into 2010, salaries and bonuses will become a key factor in staff retention and attraction strategies."

Sector by sector overview:

Accountancy and finance - Many looking, but shortage with the right qualifications

- The approximately six months to date saw an influx of candidates, and consequently searches are taking longer, with a misconception that employers are able to get exactly what they are looking for.

- There is a shift in demand taking place, with more available for junior candidates.

Banking - Many changes last year and more opportunities now available

- Significant changes took place in 2009, with redundancies in the first half, followed by improvements in the second. Compared to late 2008, opportunities are now available.

- There is currently demand for Market Risk experience, as banks aim to minimize the effects of the GFC.

- Candidates anticipate a bonus, when 12 months ago this was not realistic.

Finance Technology - Confidence returning

- Many were unemployed in mid-2009, and able to start immediately. With confidence returning, the unemployed are competing with eager employed candidates, who are seeking to advance.

- A spike in demand is apparent for hands-on developers, as banks catch up on projects put on hold.

- The average salary is static but qualified candidates have seen raises of between 10% and 20% - a reflection of the talent war developing amongst the major banks.

Human Resources - Focusing on retaining talent and building for the upturn

- The downturn brought job losses across most industries and HR managed the restructuring and was responsible for protecting the company from legal repercussions.

- Companies that downsized in HR are finding themselves short staffed - creating opportunity for candidates.

Information Technology - Varies, with telecommunications active

- Vacancies vary, and sought are System Engineers, Presales Engineers, Support Engineers and the Managers of such functions, as well as PM and Director level candidates.

- Telecommunications is active, with new wireless technology requiring infrastructure investment.

- 2009 salaries were flat and there is little movement in 2010, though the experienced may command an increase.

- Given the cautious approach to hiring, the recruitment process is more in-depth and decisions take longer.

Pharma - Steady flow of opportunities

- Major shortages are apparent in Japan for highly qualified bilingual candidates.

- M&A led to some freezes, but generally opportunities have been steady in commercial and R&D.

- A number of key launches saw demand for Medical Representatives grow exponentially and Clinical Development, CRA and Oncology candidates remained in high demand, as well as Regulatory Affairs and Quality Assurance (in both device and pharma).

Property - Outlook for the next 12 months is positive, with most companies aiming to grow, rather than reduce, head count

- Surprisingly, the first six months of 2009 were positive.

- In high demand are Facilities and Asset Managers, as companies consolidate costs and manage portfolios to gain the best possible results. Valuation, Leasing and Asset Management are also strong performers, with many businesses looking to maximize cash flow and manage the cost of their investment portfolios.

- The outlook for the next 12 months is positive, with most businesses aiming to grow head count.

Sales/Marketing - Increasing activity but employer expectations are significant

- Salary increases in 2009 were minimal, with high demand for aggressive mid-level sales people.

- Vacancies are increasing, but employer expectations have increased.

- For jobseekers, 2010 is not the year to be selective - look for opportunities that provide short-term benefit, rather than staying focused on a long-term career move.

About the 2010 Hays Salary Guide

This salary survey has been compiled by Hays Specialist Recruitment services with an aim to provide comprehensive views on average salary ranges in each industry.

The data contained within this salary survey is based on feedback from employers in addition to our experience filling hundreds of vacancies across the region. In most instances we have not included bonuses, as in our experience they are too erratic, and not always routine; as such including them would distort the overall picture of salaries across the region.

The Hays Salary Survey is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data the survey is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.

For more information, please visit our website at www.hays.co.jp/salary_survey_2010.htm

About Hays Specialist Recruitment Japan KK

Hays Specialist Recruitment is a global company with offices in 29 countries, head-quartered in London. We are a specialist staffing group focused on providing the full spectrum of human capital services on a worldwide basis to specific vertical industries. Established in 2001, Hays Specialist Recruitment Japan KK is a professional services group that assists organizations to expand, downsize, re-structure or deploy workforces by offering a comprehensive range of human capital disciplines such as Temporary Consulting Assignments, Permanent Placement, Retained Search & Recruitment Process Outsourcing. [Wired by: PressReleaseNetwork.com]

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