Site Search

Download Media Kit
View Hudson Report

Katrina Chui
(852) 2919 6184

Media Release



Job seekers’ top social media mistakes names by employers

Hong Kong – 14 July 2015 – One in four hiring managers, or 25.5%, is looking to add permanent headcount to their teams in the second half of this year, according to Hudson Report: Employment Trends, released today.1

After a strong start to the year, which in January saw hiring sentiment at a net 52.1%, Hong Kong hiring managers are today demonstrating a more conservative outlook to their hiring intentions.

Supporting this, employers’ intentions to keep headcount steady have increased by 16.9 percentage points (pp) from 43% to 59.9%. This means almost three in five hiring managers intend to keep headcount steady as they move into the second half of 2015.

“This change in hiring activity is reflective of a shift from increasing headcount to maintaining headcount as some employers take a more conservative outlook in the current economic climate,” said Mr Siddharth Suhas, Director, Hudson Hong Kong & Guangzhou.

“Those employers looking to increase headcount are ones making strategic hires where they believe they will get the most value such as business development, customer experience and revenue-generating roles.”

Weaker exports and moderate domestic growth in the first half of the year, coupled with the slowing Chinese economy and an unstable Eurozone, mean analysts predict Hong Kong’s economic growth will remain moderate in the second half of 2015.2

“Employers today are confident but less buoyant than at the start of the year. Back then hiring intentions were at 52.1%, their peak level in four years. The last time we saw such a strong hiring sentiment was in Q3 2011, when intention to hire reached 60.1%, so today’s result is more reflective of the current market,” Mr Suhas said.

Professional services sector leads Hong Kong’s intention to hire

The professional services sector leads hiring intentions in Hong Kong today, with a net 36.7% of employers in the sector looking to increase headcount in the second half of 2015.

“We’re seeing strong hiring activity in professional services. The Big 4 in particular have a keen interest in corporate auditors, especially those experienced in the financial services sector,” Mr Suhas said.

“Multinational advisory and consulting companies, as well as the Big 4, are also showing significant interest in highly skilled business development professionals, particularly those with a track record of managing relationships with regional and global investment banks, asset managers and insurance clients.”

The Banking & Financial Services sector meanwhile today stands at one in three hiring managers, or 29.3%, looking to add permanent headcount.

“Role types most in demand in this sector are compliance, risk and governance, as well as sales and marketing positions. There is less demand in operational roles,” Mr Suhas said.

Hiring managers name their top social media dislikes

Also covered in The Hudson Report: Employment Trends are Hong Kong hiring managers’ views on the use of social media in screening potential hires, specifically whether they check candidates’ profiles, and if so why and what they are looking for.

Almost one in two hiring managers, or 46.4%, has checked a candidate’s social media profile when considering him or her for a position. 98.5% of these have gone to LinkedIn to review a profile, while 30.6% have gone to Facebook and 11.9% to Google+.

“For job seekers across Hong Kong these findings are significant,” Mr Suhas said.

“We all view our social media profiles as part of our social world, as a way of keeping in touch with family and friends. But of course any social media profile is also a public face, and increasingly employers are looking at them to gain greater understanding of potential hires. It’s important therefore for job seekers to keep a professional tone on social media.”

Also in the research, employers name not only their top reasons for looking at social media profiles – alignment of qualifications and experience with a CV, at 75.4% – but which factors can dissuade them from hiring talent.

Lying about qualifications and experience tops the list at 54.4%, followed by inappropriate behaviour at 49.2% and badmouthing colleagues at 41.8%.

“When using social media, job seekers should remember that any potential employer could access their social profile. What’s appropriate between friends may not always translate to a business context.”

Hudson has provided tips for job seekers who want to maintain a professional online footprint.


  1. Be consistent and professional in what you say online
  2. Be aware of what other people are saying about you online
  3. Be accurate – check spelling and grammar in your profiles and posts
  4. Be sure – get a second opinion on your profile pictures and text
  5. Be current – have up-to-date information

For the full list and more details, please go to

1 Data for The Hudson Report: Employment Trends was collated through telephone surveys with 274 Hong Kong employers about their hiring intentions for July to December 2015
2 Hong Kong’s Economic Growth to Remain Moderate in the Second Half, Choi Wing Hung, Economic Review (A Monthly Issue), Bank of China (Hong Kong) Limited, June 2015



Editor Note

Please contact us for more information, print-ready graphs or to arrange an interview.

The Hudson Report frequently refers to the term ‘net sentiment’. The net effect figure is calculated by taking the percentage of employers surveyed that expect to increase permanent staff levels, or their contracting/temporary workforce, during the forthcoming six months and subtracting the percentage of employers surveyed that expect to decrease staff levels.

About the Hudson Report

The Hudson Report is an established employment trend report, based on in-depth and nationwide research. Released every half year, this report highlights key hiring trends gathered from interviews with employers in Hong Kong.

About Hudson

Hudson is a global talent solutions company with expertise in leadership and specialized recruitment, recruitment process outsourcing, talent management and contracting solutions. We help our clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and proprietary assessment tools and techniques. Through relationships with millions of specialized professionals in 22 countries, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results. More information is available at

Forward-Looking Statements

This press release contains statements that the company believes to be "forward-looking statements" within the meaning of the Private Securities Litigation Reform Act of 1995. All statements other than statements of historical fact included in this press release, including statements regarding the company's future financial condition, results of operations, business operations and business prospects, are forward-looking statements. Words such as “anticipate,” “estimate,” “expect,” “project,” “intend,” “plan,” “predict,” “believe” and similar words, expressions and variations of these words and expressions are intended to identify forward-looking statements. All forward-looking statements are subject to important factors, risks, uncertainties and assumptions, including industry and economic conditions' that could cause actual results to differ materially from those described in the forward-looking statements. Such factors, risks, uncertainties and assumptions include, but are not limited to, global economic fluctuations; risks related to fluctuations in the company's operating results from quarter to quarter; the ability of clients to terminate their relationship with the company at any time; competition in the company's markets; risks associated with the company's investment strategy; risks related to international operations, including foreign currency fluctuations; the company's ability to implement cost reduction initiatives effectively, including the recently announced restructuring program; the company's dependence on key management personnel; the company's ability to attract and retain highly skilled professionals; risks in collecting the company's accounts receivable; the negative cash flows and operating losses that the company has experienced from time to time in the past may reoccur in the future; restrictions on the company's operating flexibility due to the terms of its credit facilities; the company's heavy reliance on information systems and the impact of potentially losing or failing to develop technology; risks related to our dependence on uninterrupted service to clients; the company's exposure to employment-related claims from both clients and employers and limits on related insurance coverage; volatility of the company's stock price; the impact of government regulations; and restrictions imposed by blocking arrangements. Additional information concerning these and other factors is contained in the company's filings with the Securities and Exchange Commission. These forward-looking statements speak only as of the date of this document. The company assumes no obligation, and expressly disclaims any obligation, to update any forward-looking statements, whether as a result of new information, future events or otherwise.

Find a Contact
Follow Us
© 2011 - 2019 Hudson Global — All Rights Reserved

Hudson is a talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and assessment tools provide you with unique insights and services that help you maximize your success. Across APAC, we deliver a range of recruitment and talent management solutions to get you and your business where you want to be.

Hudson Global Resources (Hong Kong) Ltd.
EA Licence Number: 53430