JAKARTA, INDONESIA - MediaOutReach - 13 March 2019 - Global professional recruitment consultancy released its Michael Page Indonesia Salary Benchmark 2019 citing keen interest from companiesto hire returning Indonesians to solve the country's candidate-short situation.The additional drive from companies to develop andretain Indonesian talent has created more competition in the tight candidatepool.
Olly Riches,President Director at Michael Page Indonesia comments, "Both local conglomerates andmultinationals in Indonesia are in competition to secure returning Indonesiansas part of their hiring strategies in 2019. These professionals have the uniquecombination of updated industry skills, bilingual skills and a global mindsetwhich employers believe will progress their business in Indonesia to the nextlevel."
In the past 12 months, 3 out of 5 professionalsrecruited by Michael Page were overseas Indonesians or already back inIndonesia with previous international experience.90% of professionals hired into middle or board level management positions wereIndonesian passport holders.
"The pressure to localise successionplanning has created more demand on Indonesia's shallow talent pool. Inour communications through outreach program MembangunNegeri, overseas Indonesians often express interest inreturning home, citing family reasons and the exciting progress in Indonesiaright now as their key motivations," explained Olly Riches.
A majority ofthese returnees were skilled in the areas of engineering, manufacturing,marketing, finance, accounting and technology. They moved back home largelyfrom living and working in Singapore (18%), Australia (14%) and the US (9%).
Indonesia's currentdemand for niche skills is in growing industries including Ecommerce, mobileapplications, digital transformation and artificial intelligence. Olly Riches observes, "These newsectors are expanding rapidly in Indonesia, which increases the demand on freshhuman capital. Hiring managers are committed to securing talent with the skillsand aptitude to fulfil their requirements. Retaining returnee talent is equallycrucial as many receive multiple offers. They often seek companies who stayahead of industry standards to ensure a constant learning curve for themselves."
Editor's Notes: Data for the report is derived from our proprietary database capturingjob advertisements and placements mainly through 2018 and other PageGroupstudies. Information is then validated against insights from our leaders' andconsultants' interactions with clients and candidates.
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