CHINA S FINANCE INDUSTRY SALARY TRENDS AND TALENT RETENTION. A report by Hays and Zhaopin. hays.cn

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1 CHINA S FINANCE INDUSTRY SALARY TRENDS AND TALENT RETENTION A report by Hays and Zhaopin. hays.cn

2 Introduction While economic growth slows in China s traditional business areas, financial institutions have been quick to adapt to changes in the economy and are being encouraged to innovate and grow by supportive government policies. As competition intensifies financial institutions need to consider how recruitment policies can help them stay ahead of their rivals. High demand exists for finance and banking professionals in China. Banks, insurance companies, fund/investment/securities businesses and accountancy firms are all recruiting, with skills shortages particularly acute for senior financial roles. This has caused upward pressure on wages as employers attempt to compete for the top talent. It has also resulted in an increased focus from employers on staff retention and engagement to ensure their key people are retained. To help our clients better understand how they can retain their top performers, we partnered with Zhaopin to look at the available jobs in the finance and banking sector between January and September From this, we compared salary trends for banking, insurance, fund industry and accountancy & finance professionals in Tier 1 and Tier 2 cities. This information is presented in Part 1. We also asked 1,066 jobseekers what it would take for them to remain with their current employer. These findings are presented here in Part 2. We hope you find these unique insights beneficial when crafting your retention strategies and when next reviewing salaries. For more information, please contact: Simon Lance Regional Director of Hays in China T: E: W: hays.cn Evan Guo CEO of Zhaopin T: E: W: highpin.cn

3 Salary trends for finance and banking professionals in China Our findings showed that Tier 1 cities have 21% higher average salaries compared with Tier 2 cities across the banking, insurance, fund/investment/securities and accountancy & finance sectors. However, we did uncover a few professions where salaries in Tier 2 cities outperform those in their wealthier counterparts. Primarily our research looked at banking and financial markets jobs in Tier 1 and 2 cities. When comparing salaries between these tiers, we found that the gap between them is larger in the banking and fund/investment/securities industries than in the insurance industry. Average salaries: Tier 1 vs Tier 2 Banking 36% Funds & investment 25% On average, non-soe employers pay 30 per cent higher salaries than state owned companies. Banking (41%) and Insurance (36%) demonstrate the largest overall difference in advertised salaries. Fund/Investment/Securities (15%) are relatively modest in comparison. Average salaries: SOE vs other employers Joint ventures Private Insurance 5% 12% 13% Wholly foreign owned 20% 21% 32% 31% 46% 44% Banking Insurance Funds & Investment 59% Banking and Financial Services online job vacancies are heavily focused in Tier 1 cities, only 11% of the total number of available jobs are in Tier 2 cities. Location of job vacancies Looking at employer type, 26% of the total online advertisements are from state owned enterprises, with a majority of those (92%) based in Tier 1 cities. Private owned enterprises comprise 51% of total online advertisements, with foreign owned and JV combined being 23%. Rise of private enterprise in China s finance industry is phenomenal. Salaries were observed in four different kinds of organisation: private ventures, joint ventures, wholly foreign owned and state-owned enterprises. Tier 1 cities include Shanghai, Beijing, Guangzhou and Shenzhen; while Hangzhou, Suzhou, Chengdu, Chongqing and Tianjin are referred as Tier 2 cities in this reportbelow are the key salary trends for each sector. Banking 89% 11% Type of employer WOFE 4% JV 19% SOE 26% Banking Insurance Private 51% China s banking market grew modestly over the past 12 months and salaries are continuing to increase. In general our survey found that wholly foreign-owned and joint venture organisations offer higher salaries than private and state-owned enterprises, but obviously this depends on the position. Part 1

4 With corporate banking relocating to West China, Branch Managers and Deputy Branch Managers are in more demand in Tier 2 cities. This trend has caused a sharp increase in Tier 2 salaries, Our finding shows that the average salary of corporate banking Branch Manager and Deputy Branch Manager in Tier 2 cities are 25% higher than Tier 1. Banks continue to centralise their back office functions in order to improve management and save costs. This has created more job opportunities, especially in the Tier 2 cities where labour costs are lower. However, risk control roles are centralised in Tier 1 cities so there is no or very little demand in Tier 2 cities for these professionals. As the finance industry becomes more diversified, local companies are offering higher salaries to attract talent from nationally and privately-owned banks. Professionals with internet finance experience are particularly in demand and so are commanding higher salaries. Internet Finance talent is highly sought after in both Tier 1 and Tier 2 cities, with some banks even doubling salaries to attract senior candidates. As Tier 2 cities have a larger number of small to medium-sized enterprises, banks need to leverage internet finance agencies to gather better intelligence on local markets. While consumers were more cautious with their spending and the housing market slowed in most major cities in China, activity increased in the shadow banking market as retail investors switched to alternative investment channels. Meanwhile corporate banking investment is moving away from the slowing property and heavy industry sectors. Bankers that had the foresight to maintain a diverse client portfolio are now benefitting from more job opportunities in Tier 1 cities. In the corporate banking sector Relationship Managers continue to be in high demand as most foreign banks are still in their growth phase and are looking to generate new client accounts. As Chinese regulators are encouraging banks to switch from an interest income dependent model to a model that balances interest and non-interest income, more roles in investment banking are emerging. Investment banks are becoming more aware of the skills shortage in China and are being more proactive about recruiting Analysts, with a view to developing them into future business leaders. These roles tend to be based in Tier 1 cities. Insurance The insurance industry in China has high growth potential but currently doesn t offer very high salaries compared to foreign mature markets. Salaries in Tier 1 cities are, on average, five per cent higher than in Tier 2 cities. But when you consider the difference in the cost of living, salaries in China s insurance industry are actually very competitive in Tier 2 cities. Interestingly, the highest salaries overall go to Insurance Actuaries in joint venture insurance companies. It is 60% higher than private insurance company and almost triple than state owned enterprises. It should be noted that roles such as Product Development Managers and Actuaries can only be found in Tier 1 cities. Insurers are not automatically raising salaries in line with inflation in the areas of sales and distribution. This is particularly the case in traditional channels such as agency, bancassurance and corporate sales. Companies currently prefer to recruit local candidates with lower salary expectations, or limit the hiring of expatriate talent to temporary contracts. We therefore expect salaries for senior roles to remain at existing levels in Insurance companies in Beijing and Shanghai are attracting more talented candidates from financial institutions and banks to middle office roles, with salaries predicted to increase by 15 to 20 per cent in the year ahead. Jobs in financial risk management and regulatory compliance will have the most notable salary increases since strong candidates in this area remain in high demand and short supply. Salaries for back office roles in life assurance companies are expected to stay the same over the next year. But due to high demand for experienced Underwriters and Insurance Brokers we expect salaries to grow in this area, especially for candidates with business acumen and a strong track record in business development. It s worth noting that AIA is the only wholly foreign-owned insurance company in China. All others are either joint ventures or privately/state owned.

5 Fund/Investment/Securities Fund and Investment is a booming industry, representing over 80 per cent of total advertised vacancies. 85 per cent of the roles in fund/investment/securities are located in Tier 1 cities. Private enterprises comprise 57 per cent of all fund and investment vacancies advertised. Chinese are getting wealthier quickly, creating strong demand for investment services and opportunities for private employers. Employer: Fund/investment/securities 21% 57% 18% 4% Confidence levels remain high in the market and more Chinese corporations are successfully listing on overseas stock exchanges. The average Tier 1 city salary is 20 per cent higher than in a Tier 2 city. However, some of the Tier 2 cities have higher salaries because of a severe shortage of talent. The highest salaries in this sector can be found for Finance Director roles in both in Tier 1 and Tier 2 cities. Companies in both Chengdu and Chongqing are offering high salaries to attract innovative talent such as Investment Account Directors. Our findings show that the average salary of Investment Account Director in Chongqing is highest among all surveyed Tier 1 and Tier 2 cities. This is evident because the Chinese government is supporting the policy of accelerating the adoption of the western financial system, encouraging the growth of banks, securities firms and other financial institutions. Accountancy & Finance Private We also looked at salaries for accountancy & finance professionals across a range of sectors including the production/processing/manufacturing industries, the trade/ wholesale/retail/leasing industries and financial services. We found that accountancy & finance professionals in Tier 1 cities have higher salaries than in Tier 2 cities due to strong demand and higher living costs. JV SOE WOFE At the CFO level, salaries in the financial services and trade/ retail/leasing industries are 15 per cent higher than in the manufacturing industry. Many manufacturing companies are starting to re-think their go west strategy. Although they may enjoy the benefits of the local tax policy, the inflexibility of the local labour market makes the operation far less efficient compared to the East Coast and South China regions. Compliance candidates are in high demand following government efforts to crack down on corruption levels. China is also building closer cooperation with the USA after the 2014 APEC Summit, and this is expected to further stimulate demand for compliance related roles. In Beijing, Shanghai and Guangzhou the recruitment focus will be increasingly on the services sector as manufacturing continues to move away to Tier 2 and 3 cities. Demand will be strong for Finance Directors, Internal Controllers, Financial Analysts and Commercial Managers. However, it s not only Tier 1 cities that will offer attractive salaries. We expect salary increases to pick up pace for accountancy and finance professionals in Tier 2 and Tier 3 cities as employers attempt to attract experienced candidates away from Tier 1 cities. Also, multinational corporations are increasingly centralising their supporting functions by using accounting shared services centres. Candidates with leadership, people management and project implementation experience will be highly sought in both Tier 1 and Tier 2 cities. Part 1

6 Retaining China s finance talent Part 2 China has a higher turnover rate compared with other countries, especially European countries. Often the focus is instead on attraction, and as a result employers in China are very good at developing new and innovative attraction strategies but the high cost of unfilled vacancies and lost productivity means that at least the same investment and attention should be paid to retention. A total of 82 per cent of respondents were in a job when they completed our survey, while 18 per cent were not working. 48 per cent of respondents are located in Tier 1 cities, 25 per cent in Tier 2 cities, and 27 per cent in Tier 3 and other cities. Tier 1 cities 48% Tier 2 cities 25% Tier 3 cities 27% According to our survey results, 28 per cent of employees remained in their previous role less than one year, while 39 per cent stayed up to two years. This indicates that two in every three employees (67 per cent) had a relatively short tenure of two years or less in their last job. It is worth noting that 70 per cent of respondents in the survey were aged 30 or under, while 24 per cent were between 31 and 40 years old. Meanwhile 39 per cent of employees have remained in their current job for less than one year, and 32 per cent have stayed up to two years. This shows that 71 per cent of respondents have been in their current job for two years or less. Furthermore, only 20 per cent of employees have been in their present job for over four years. These results underscore the significance of staff retention for Chinese employers. In other key trends, 69 per cent will ask for a pay rise in the next 12 months. Eight per cent will not and the final 23 per cent are unsure at this stage if they will ask for a raise. Of those who said yes, 54 per cent indicated that they had expectations of a pay rise of 16 per cent or above. Salary expectations for those changing jobs are even higher, with 28 per cent of respondents saying that they would look for a salary raise of 31 per cent or more in their next role. 2 This shows that salary is still a significant factor in retaining staff. However, it is important to remember that a one size fits all approach to retention will not work for all employees. Salary is not an overall umbrella fix for retention and staff satisfaction. Chinese employees are also interested in career progression, as well as being part of something bigger. It is the ground level manager s role to work with staff, build their internal relationships and make staff feel they are a valued part of the business bigger picture. According to the survey, the most preferred job-searching channels other than job boards are Specialist recruiting company (35 per cent) and Social Media platforms (24 per cent). Most popular job searching channel Others Local newspaper Industry specific publications Social media platforms Specialist recruiting company (i.e. Hays) 24% When asked why they were looking for a new job, 53 per cent cited a lack of career progression as a major reason, only slightly behind salary (54 per cent). Other reasons included lack of training and development opportunities (39 per cent), seeking new challenges (36 per cent), poor management (31 per cent) and poor work/life balance (25 per cent). Interestingly, 22 per cent said that they would stay in their current role if they were offered an individual career plan. When asked how important a clear career path is in keeping them in a job, 61 per cent said very important. Following this was recognition for a job well done (60 per cent), salary (55 per cent), ongoing training and development (52 per cent) and formal performance feedback (50 per cent). These findings support the view that salary is not the be-all and end-all when companies are looking to retain staff. Most important factors to retain staff A clear career path Recognition for a job well done Salary Ongoing training and development Formal performance feedback 4% 10% 52% 61% 60% 55% 50% 27% 35%

7 The survey also found that respondents consider banking to be the sector that want to move into (17.1 per cent), closely followed by Internet of finance (17 per cent) and accountancy & finance in financial services (16 per cent). However, it is worth noting that the number of people interested in working in banking, insurance and accountancy & finance in production is decreasing. Meanwhile there is an increase of interest in Internet of finance, accountancy & finance in financial services and accountancy & finance in trade. Most popular sector to move into 16% 17% 17% 14% Job seekers are most likely to look for these roles in Shanghai (20 per cent), Beijing (16 per cent) and Shenzhen (13 per cent). Our findings also reveal that some respondents are looking to move to Tier 2 cities such as Chengdu (3.3 per cent) and Suzhou (6 per cent). Tier 1 cities 56% Tier 2 cities 25% Tier 3 cities 19% 8% 10% 2% 6% 9% Respondents expressed a number of expectations about what their future employer should provide including an individualised career and development plan, performance appraisal, and promotion based on merit rather than seniority or years of experience. Employees also expect their future employer to have a stable company culture, transparent communications, innovative products and strong managers who give clear direction. In addition, they would like their manager to be fair, trustworthy, professional, wise and to give staff recognition when they perform well. A&F in production/processing/manufacturing industry A&F in trades/wholesale/retail/leasing industry A&F in Financial Services Internet of Finance (IOF) Banking Fund/Investment/Security Insurance Others (finance related) Others (non-finance related) Shanghai, Beijing and Shenzen are the most popular cities for job seekers.

8 Conclusion With the finance industry in Western China and Tier 2 cities developing very fast, finance talent is in high demand. The overall salary increases have led to some senior finance professionals relocating, especially Branch Managers. We expect to see more back office roles become available in Tier 2 cities as banks continue to centralize their operations. Although Chinese economy is forecasted to be slowing down, the rise of domestic / private owned companies is an obvious phenomenon, which drives salary increase in both Tier 1 and Tier 2 cities. It is the new normal in China s finance sector. The essence of this new normal is not just about speed. It is more relevant to an improved economic structure which relies more on the tertiary industry and consumption demand, and innovation. Demand for accountancy & finance professionals will rise in Tier 1 cities and salaries will increase accordingly. We also expect salary increases in Tier 2 and 3 cities as employers attempt to attract experienced candidates away from Tier 1 cities and Suzhou is likely to benefit from this change. In addition, growth in accounting shared services centres in China will increase hiring activity in the sector. China has a relatively high staff turnover rate compared to other countries and salary is still a major factor in retaining staff. However, Chinese employees are increasingly looking for career progression. They want to feel valued, supported and be offered training and development opportunities so they can seek new challenges with their existing employer. In order to avoid the high cost of unfilled vacancies and lost productivity that occurs when employees resign, companies in China should now be focusing less on candidate attraction and more on retaining their key people, with career development plans as well as salary central to this.

9 Beijing 601, Tower 1, China Central Plaza, 81 Jianguo Road, Chaoyang District Beijing, T: E: Guangzhou Unit 07, 29/F Onelink Center, Tianhe Road, Tian He District Guangzhou, T: E: Shanghai Unit 3001, Wheelock Square, No West NanJing Road Shanghai, T: E: Suzhou Unit 1506, 24th Building, Times Square, Hua Chi Street, Suzhou Industrial Park, Suzhou T: E: HAYS ON WECHAT HAYS and the H device are protected by trade mark and design laws in many jurisdictions. Copyright Hays plc The reproduction or transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the written permission of the owner, is prohibited. The commission of any unauthorised act in relation to the work may result in civil or criminal actions. hays.cn

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