Foreign capital companies promptly managed risks such as through Hiring Freezes
The fate of IT Companies was determined by their Field/Sector
In 2020, recruitment during the COVID-19 pandemic cast a shadow over several companies. In particular, among companies with headquarters in Europe and the US experiencing a significant impact from the pandemic, the tendency was to make a very swift move toward risk management through a hiring freeze or temporary suspension of recruitment. On the other hand, among technology companies, companies with operations that were less affected under the environment of remote working, such as cloud, security, and e-commerce, and companies where the infrastructure could promptly change had an opportunity to increase sales and showed good growth both in recruitment and sales. Recruitment activity decreased in the fields of hardware, the conventional software industry, and internal IT, which resulted in deciding such an outcome.
Noticeable trends by industry with life sciences on a good note and manufacturing declined
The field of life sciences was less affected by COVID-19. While the number of job orders for sales such as MRs decreased, the industry as a whole showed steady growth with the number of jobs the same as usual. However, moves by people looking to change jobs slowed, and the supply of talents to meet demand is still insufficient. Because manufacturing has difficulty in physically shifting to remote working and was significantly impacted by market stagnation, 2020 became a very difficult year for all fields. The same goes for the automobile industry, and because a global-scale decline in sales by major manufacturers had a significant impact on suppliers, the entire industry is on a declining trend. As for the B2C field of luxury and retail stores, both the number of job orders and sales by the entire industry is on a decreasing trend compared to the average year, except for the EC-related field.
People looking to change jobs are at a standstill
Due to the uncertainty of the job market as a whole, such as the sudden change in recruitment demand and the employment situation in the current position, many people were pending job change activities and the actual number of job seekers was on a downward trend. On the other hand, it became easier to coordinate interviews because online recruitment activities no longer require travel time for interviews and the number of interviews per day has increased. Due to the instability of job security, the time for the job-change process tends to be longer. Since employers' recruitment standards are on up, the hurdles are going up for job seekers as well.
The Key for successful recruitment is to “actively share a lot of information”
Regional recruitment that was thought to increase with the introduction of remote working style has not progressed as expected, and there are fewer cases of recommending a second job among foreign capital companies compared to Japanese companies. The reasons for applying for a job among job seekers used to be mainly annual income, work-life balance, and office location, but now, they care more about whether or not remote working is available. An awareness that COVID-19 is not transient is about to become the common norm, and there is no doubt that the ideal state of workstyles in the future will play an important role in selecting a company. It is necessary for companies to actively share a lot of information about themselves in the market.
The trend in the number of job orders and job seekers YoY comparison
(Permanent recruitment/Kanto area)
Vice President
Permanent Recruitment
Takeshi Kitsunezaki
▼Download Whitepaper
How to succeed with mid-career recruitment with COVID-19 pandemic in 2021 (English)
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