Hong Kong talent workforce insights 2023

76%

Looking for new jobs

42%

Been at their current job for less than 2 years

55%

Keen to change roles, industry, or career

What's inside the report

Employers

Stay on top of the changing talent landscape and workforce attitudes.

  • How much you should be paying your talent
  • National and industry insights  
  • How to create the ideal employee experience that retains and attracts top talent 
Employers Guide

Job Seekers

Know your worth and get the pay you deserve.

  • Remuneration benchmark for your role and industry 
  • How to increase your earning potential when switching jobs and upskilling for future roles 
Job Seekers Guide

For Employers: FAQs on Salary

Several factors can influence your salary, including your job function, experience, education level, skill sets, and location.

The demand for your job in the market, the company’s budget and compensation policies, and any collective bargaining agreements can all influence your salary. Additionally, the state of the economy and the industry you work in can also impact on your salary.

Positions that play a critical role in propelling the company’s revenue growth tend to offer a higher earning potential than those that do not involve sales. Additionally, roles requiring specialised skills or extensive experience often have a higher salary than entry-level positions.

Another factor that is taken into consideration is location. Job opportunities in major metropolitan areas offer a more lucrative compensation package than in suburban regions. And finally, the size and financial stability of the company also play a role. Established companies with a solid financial footing tend to offer higher salaries than smaller businesses or startups with less capital.

If you are a hiring manager or employer, and want to ask a job candidate about their salary expectations, it’s important to approach the topic in a professional and respectful manner.

Here are some tips for asking a candidate about their salary expectations:

Provide some context for the question. Explain why you are asking about salary expectations, and how the information will be used.

For example, you might say something like, “As part of the hiring process, we need to ensure that the salary for this position is in line with the budget and compensation policies for the company. Can you tell me what your salary expectations are for this role?”

When asking a candidate about their salary expectations, it's important to be clear and direct in your question. Avoid vague or open-ended questions, and instead ask a specific question about the candidate's desired salary range for the position.

For example, you could say, “What is your desired salary range for this position?” This will provide the candidate with a clear and specific question to answer, and will help facilitate a productive conversation about salary expectations.

It is generally best to wait until the end of the initial job interview, and possibly even until after a second or third interview, before discussing salary expectations.

This allows the hiring manager and the candidate to get to know each other, discuss the job responsibilities and expectations, and determine whether there is a good fit between the candidate's skills and experience and the requirements of the position.

You could also get candidates to write down their expected salary range in the initial application form. This means that candidates can provide their expected salary range upfront, and you can shortlist those who fall within your budget.

Overall, the specific timing of when to discuss salary expectations depends on the individual circumstances of the job interview and the preferences of the hiring manager and the candidate.

Before you begin the negotiation process, it’s important to have a clear understanding of the market value for the position you're hiring for.

Knowing what similar positions are paying in your industry will help ensure that you're offering a competitive salary. Once you have an idea of the going rate, you can start to negotiate with your potential employee.

It's also important to be clear about your budget and what you're willing to pay for the role. If the salary request is significantly higher than what you're prepared to offer, be honest and explain your budget constraints.

You may be able to negotiate other aspects of the job, such as vacation days or flexible work-from-home arrangements, to make up for a lower salary.

The most important thing is to be respectful and professional throughout the negotiation process. Remember that your ultimate goal is to build a great, long-term working relationship with the candidate, so aim to avoid any confrontational language or behaviour.

If you can reach an agreement that both sides are happy with, then you've successfully negotiated a salary for your new employee.

For Job Seekers: FAQs on Salary

If you’re in the process of negotiating your pay rate, there are a few important things to keep in mind. Here are six tips to ensure you get the salary you deserve.

  1. Research the job market and salary ranges for the position you are applying for. This will give you a good idea of the going rate for the job and help you determine a reasonable salary range to negotiate.
  2. Consider your qualifications, experience, and any unique skills or value you can bring to the position. Use this information to support your case for a higher salary during negotiations.
  3. Be clear and transparent about your salary expectations during the job offer process. Don’t be afraid to ask for what you think you are worth, but be prepared to back up your request with evidence of your value to the company.
  4. Be prepared to compromise. Salary negotiations are a two-way conversation, and the hiring manager may have their own constraints and budget limitations to consider. Be willing to listen to their perspective and find a middle ground that works for both of you.
  5. Consider other aspects of the job offer, such as benefits, perks, and potential for growth and advancement. A lower salary may be offset by other valuable components of the job offer, such as health insurance, a retirement plan, or opportunities for professional development.
  6. Don’t be afraid to walk away. If the hiring manager is unwilling to offer a salary that meets your expectations, it may be best to walk away from the job offer. Remember that there are other opportunities, and you don’t want to settle for a job that doesn’t adequately compensate you for your skills and experience.

By following these simple and actionable tips, you’ll be in a strong position to negotiate the best salary for your role.

During your interview process, potential employers will ask about your salary expectations and here’s why. First, they want to ensure that your salary expectations are in line with the budget and compensation policies for the position.

If your expectations are significantly higher than what the company is willing to pay, it could be a deal breaker and prevent you from being hired for the job.

Second, asking about salary expectations can help the employer gauge your level of experience and knowledge about the job market. If you have a good understanding of the going rate for the position, it can indicate that you are a knowledgeable and experienced job seeker.

Third, salary expectations can provide the employer with valuable information about your priorities and motivations. For example, if you are willing to accept a lower salary in exchange for other perks or benefits, it can indicate that you are flexible and open to different types of compensation packages.

Overall, asking about salary expectations can help the employer make a more informed decision about whether to hire you for the job, and can help ensure that both the employer and the employee are on the same page when it comes to compensation.

It is important to be honest and transparent about your salary expectations. At the same time, it is also essential to consider the factors affecting your earning potential. Here’s how you can navigate this tricky question:

Do your research: Be sure to research salaries for your role in your region before your interview. This will help you to have a realistic expectation of what you should be paid.

Be flexible: Consider other aspects of the job offer, such as benefits, perks, and potential for growth and advancement. A lower salary may be offset by other valuable components of the job offer, such as health insurance, annual leave, or bonuses. When negotiating the best deal for any job, it is important to consider the whole package, rather than just the salary.

Be confident: Remember that you bring valuable skills, experience, and knowledge to the job, and you deserve to be compensated fairly for your contributions. Don’t be afraid to stand up for yourself and ask for the salary you deserve.

In many cases, employers expect employees to negotiate their salaries. Salary negotiations are a standard part of the job offer process. They are often seen as a way for both the employer and the employee to come to an agreement on compensation that is fair and equitable for both parties.

Employers may expect employees to negotiate their salary for several reasons. First, it allows the employer to gauge the employee’s level of experience, knowledge about the job market, and priorities and motivations.

This information can be valuable for the employer when making hiring decisions and determining the appropriate compensation for the position.

Second, salary negotiations can help the employer and the employee find a mutually beneficial agreement on compensation. By discussing salary expectations and other aspects of the job offer, such as benefits and perks, the employer and the employee can come to an agreement that meets the needs and priorities of both parties.

By preparing for salary negotiation, you may secure a higher salary than if you had accepted the first offer. Therefore, it is always worth taking the time to prepare for salary negotiation.

How we can support you

Page Personnel provides specialised recruitment services for professionals at middle management to leadership levels, along with highly specialised technical positions. We harness the global network of PageGroup to deliver swift employment solutions in response to dynamic economic landscapes across various industries.