Great report of hiring patterns and challenges across Asia.

1. KEY TRENDS IN THE ASIAN TALENT MARKET
IN TODAY’S SCARCE TALENT MARKET:
 There is an increased demand for more skilled and multicultural talent
 Hiring the right talent is the primary source of competitive advantage
 Recruiting the right talent is a critical business priority
 Having a strong global EVP that is localized to each key market is essential
 Implementing a targeted and cost effective sourcing strategy is crucial
They use language and images that Talent is often “not familiar” with
students don’t understand Companies as employers.
They lose talent to other companies
Common trends
among most fortune Their offers don’t get accepted
They do not always know where to 500 companies…
find their ideal talent or how to
attract them
Engineering and IT students are in high
They spend a lot of money on advertising to demand across industries
attract people and fail to get them
SOURCE: NOVA GLOBAL TALENT STRATEGY INDICATOR 2011
Based on a survey sent to Fortune 500 companies and 2010 Deloitte Technology fast 500 globally

2. STATISTICS FROM SURVEY AMONG FORTUNE 500 COMPANIES
66% Of global employers
will increase their hiring
during 2012
92% Of Fortune 500
companies
will focus more on
57% Say the economic
downturn has led to re-
evaluate efficiency of
attracting the right talent
recruitment efforts
during the next three
years
1/ Have few resources on
83%
Say their current
3
the ground in Asia access to top students at
Pacific, which will schools where they don’t
experience the largest have campus presence is
recruitment growth over limited or non-existent
the next three years
SOURCE: NOVA GLOBAL TALENT STRATEGY INDICATOR 2011
Based on a survey sent to Fortune 500 companies and 2010 Deloitte Technology fast 500 globally

3. APAC – KEY SOURCE OF FUTURE TALENT
Over the next 3 years, employers are expecting significant recruitment growth in Asia Pacific, but many of
them are not prepared and view those same markets as most challenging.
Future Expectations per region/market
China, India, Hong Kong, Indonesia, and
Singapore will experience the largest
recruitment growth over the next 3 years
Asia Pacific will be the most challenging
region with respect to sourcing ideal talents
1/3 of employers do not have strong
recruiting presence in those markets at this
time

4. APAC MAIN CHALLENGES FOR EMPLOYERS
Talent Sourcing Employer attractiveness Cultural differences
• INCREASING DIFFICULTY TO • Multinational companies lose • Retention a persistent
RECRUIT TALENT ACROSS
ground to national champions problem
APAC COUNTRIES – HIGH
DEMAND FOR SKILLED LABOUR, • National as well as • Concern over “Job Hoppers”
EXPERIENCED PROFESSIONALS multinational companies in (2 year average tenure –
AND MANAGERS
investment and growth mode attrition rate 20-30%, up to
• QUALITY OF CANDIDATES STILL
A CHALLENGE – MAJORITY OF
– increasing the pressure on 50% in China)
EDUCATIONAL INSTITUTIONS OF the talent market
• Monetary reward and future
POOR QUALITY
• Millennial trends are seen in career opportunities the
• EXPLOSIVE GROWTH IN ASIAN
Asian students and young main driver in employer
NATIONALS STUDYING IN THE
WEST – GLOBAL SOURCING professionals influence selection
BECOMING CRUCIAL FOR employer selection
MULTINATIONALS
4

5. ASIA 2006 TO 2011 – THE RISE OF LOCAL FIRMS
China: From 2 companies in the top 10
IDEAL™ Employer Rankings in 2006… …to 7 companies in the Top 10 in 2011
Company Rank 2006 Company Rank 2010
Procter & Gamble 1 Bank of China 1
McKinsey 2 Procter & Gamle 2
Citigroup 3 China Mobile 3
HSBC 4 China Development Bank 4
China Mobile 5 ICBC 5
Bank of China 6 CICC 6
PricewaterhouseCoopers 7 Citi 7
KPMG 8 SGCC 8
Morgan Stanley 9 HSBC 9
The Boston Consulting Group 10 PetroChina Company 10
Key conclusions…
What are the strong factors that domestic companies have? Why aren’t international companies attractive to
China’s top talent?
 Financial strength and market success
 Secure employment and professional training and  I do not feel the career opportunities are
development attractive enough
 Offer a comfortable physical work environment and a  The work environment is too competitive
friendly work environment  I do not perceive that I would develop at that
 Good prospects for high future earnings and competitive employer
benefits

6. ASIAN STUDENTS STUDYING ABROAD IN HIGH DEMAND!
More and more organizations attempt to bring international students back to their home countries!
 58% of employers say they recruit international students (occasionally or frequently) for roles in their
home countries
Do you recruit international students for
roles in their home countries? Top 5 countries where employers recruit
international students:
1. UK
2. USA
3. China
35%
4. Germany
41%
5. France
Primary employment markets for which
23%
employers recruit international students:
1. China
2. India
3. France
Never Occasionally Frequently 4. UK
SOURCE: NOVA GLOBAL TALENT STRATEGY INDICATOR 2011
Based on a survey sent to Fortune 500 companies and 2010 Deloitte Technology fast 500 globally

7. THE MAJORITY OF ASIAN STUDENTS ABROAD PLAN TO RETURN HOME
Plans for future employment – Asian students abroad
I plan to work in my current country
for 2-3 years before moving back to 50%
my home country
I plan to work in my current country 26%
I plan to work in my home country 10%
I don't know 5%
Other options 8%

8. ASIAN STUDENTS ABROAD NOT INFORMED ABOUT OPPORTUNITIES BACK HOME
Do you have enough information Have you been approached by
about career opportunities available employers based in home country?
for you in Asia?
23% 22%
Asian
students
in US
77% 78%
Asian 18% 32%
students
in Europe 68%
82%
Yes No

9. THERE’S STILL A MISMATCH IN SKILLS DESIRED VS. CURRENT SKILLS
What type of skills are you looking for in new hires?
What are the skills that your new hires lack the most?
Communication 61 %
21 %
Technical competence 59 %
22 %
Practical experience 52 %
32 %
Business acumen 50 %
28 %
Team leadership 49 %
24 %
Adaptability 48 %
15 %
Sales 39 %
18 %
Management 36 %
19 %
Financial expertise 26 %
9%
Theoretical knowledge 25 %
4%
Skills Desired
Administration/Organisation 19 %
4% Skills Missing
9

10. THE MOST ATTRACTIVE INDUSTRIES TO BUSINESS STUDENTS
1. Banks 1. Engineering and manufacturing
2. Financial Services 2. Automotive
3. Auditing and Accounting 3. Telecommunication Services
4. Management consulting 4. Aerospace and defense
5. Public sector & Governmental Agencies 5. Hardware equipment
1. Banks
2. Auditing and Accounting 1. Banks
3. Financial Services 2. Financial Services
4. Management consulting China 3. Auditing and Accounting
5. Business services and operational 4. Business services and operational
consulting consulting
5. Travel and leisure
Japan
Hong Kong
1. Engineering and manufacturing
2. Chemicals
India 3. Aerospace and defense
4. Industrial engineering
5. Pharmaceuticals and biotech
Singapore 1. Banks
1. Financial services 2. Financial Services
2. Investment banking 3. Auditing and Accounting
3. Accounting (public) 4. Business services and operational consulting
4. Private banking 5. Travel and leisure
5. Hotel/restaurant/tourism/hospitality
1. Engineering and manufacturing
1. Engineering/manufacturing 2. Banks
2. Academic research 3. Public sector and Governmental Agencies
3. Chemical/petroleum 4. Educational and research institutions
4. Engineering consulting 5. Construction and materials
5. Government/public service
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11. THE MOST IMPORTANT CAREER GOALS
Top Career Goal Trends in APAC
-What career goals do you hope to attain within three years of graduation?
Business Engineering
1. To have work/life balance 1. To have work/life balance
2. To be secure or stable in my job 2. To be secure or stable in my job
3. To be a leader or manager of people 3. To be a technical or functional expert
4. To have an international career 4. To be a leader or manager of people
Differences do occur on a country by country basis in the ordering of the above career goals and the addition of country-
specific career goals.
Local Differences – Business Local Differences – Engineering:
China: To be a leader or manager of people China: To be a leader or manager of people
Japan: To be autonomous or independent Japan: To be a technical or functional expert
Hong Kong: To be dedicated to a cause or to feel that I Hong Kong: To be secure or stable in my job
am serving a greater good Singapore: To have work/life balance
Singapore: To have work/life balance India: To be a technical or functional expert
India: To be a technical or functional expert
The local differences are based on the biggest positive difference to the average among the career goals in each market.

12. ASIAN STUDENTS’ IDEAL EMPLOYERS
My IDEAL™ employer should offer. . .
Business Engineering
1. Good prospects for high future earnings 1. Challenging work (Job Characteristics)
(Remuneration & Advancement Opportunities) 2. Will enable me to have good work/life balance
2. Will enable me to have good work/life balance (People (People & Culture)
& Culture) 3. Good prospects for high future earnings
3. Good reference for future career (Remuneration & (Remuneration & Advancement Opportunities)
Advancement Opportunities) 4. Offers a creative and dynamic work environment
4. Professional training and development (Job (People & Culture)
Characteristics) 5. Secure employment (Job Characteristics)
5. Offers a friendly work environment (People & Culture)
Local Differences – Business: Local Differences – Engineering:
China: Competitive benefits (Remuneration & China: Competitive benefits (Remuneration &
Advancement Opportunities) Advancement Opportunities)
Japan: Secure employment (Job Characteristics) Japan: Challenging work (Job Characteristics)
Hong Kong: Professional training and development (Job Hong Kong: Professional training and development (Job
Characteristics) Characteristics)
India: Financial strength (Employer Reputation & Image) India: Leadership opportunities (Remuneration &
Advancement Opportunities)
This data excludes Singapore as the data due to differences in the methodology. The local difference is based on the biggest positive difference to the average
among the Top 5 attributes in each market.

13. EXPECTED ANNUAL SALARY
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14. OUT OF ALL THE MAJOR ASIAN COUNTRIES, CHINA ACCOUNTS FOR THE MOST
OVERSEAS STUDENTS IN US FOLLOWED BY INDIA AND SOUTH KOREA
Japan
21K
South
China Korea
India
158K 73K
103K
Taiwan
Vietn. 25K
14K
Number of Chinese born students in USA went up
by 23,3% between 2010 and 2011
Number of undergraduate Chinese students in USA
increased by 43% between 2010 and 2011 14

15. CHINESE STUDENTS ARE TO A LARGE EXTENT SPREAD OUT IN USA, MAKING IT
DIFFICULT FOR COMPANIES TO FIND THEIR IDEAL TALENT
Total Chinese Students Undergraduate Level Graduate Level
4. Purdue Univ.
1600 3. NY University
1800
2. Univ. of Illinois
1800
1. UCLA 5. Columbia University
1900 1600
Total USA
158 000
57 000
77 000 15

16. THE ACTUAL SOURCING BASE IS MUCH SMALLER THAN MOST COMPANIES THINK AND
THE COMPETITION FOR OVERSEAS TALENT IS FIERCE
77 000 Chinese study in US 10% plan to go back to
on Graduate level China after graduation
19% study engineering
20% study computer
science
50% consider to go
back to China after
28% study business graduation
Total potential sourcing base:
62156
12 936
2 560
21 970
46370 16

17. WHERE AND WHAT DO INDIAN STUDENTS STUDY?
Total Indian Students Undergraduate Level Graduate Level
2. USA 1. UK 5. SWEDEN
104 000 41 000 1900
14 000 - -
63 000 - -
3. FRANCE 4. GERMANY
1700 4000
- -
- -
17

18. HOW BIG IS YOUR TARGET GROUP?
63 000 Indians study in US 10% plan to go back to
on Graduate level India after graduation
37% study engineering
20% study computer
science
50% consider to go
back to India after
15% study business graduation
Total potential sourcing base:
5670
945
9 450
27090
39 690
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