Robert_Walters-2018韩国薪资调查（英文版）-2018.11-25页-1mb

Salary Survey 2018: South Korea Summary

Core Content Overview

The Robert Walters Salary Survey 2018 provides insights into hiring and salary trends in South Korea, highlighting key areas of growth, challenges, and compensation expectations across various industries. The survey is based on recruitment data from 2017 and predictions for 2018, emphasizing the impact of economic conditions, regulatory changes, and technological advancements on the job market.

Main Points and Trends

Market Overview

• Global Hiring Boost: South Korean companies experienced a significant increase in hiring in 2017, driven by reduced political uncertainty after the presidential election and a desire to attract global talent.
• Economic Uncertainty: Despite the boost, some sectors faced challenges due to factors such as the THAAD missile system and China's economic retaliation, affecting retail and automotive industries.

Key Industries and Trends

Banking & Financial Services

• Actuaries in Demand: Recruitment for actuaries, especially in IFRS-related areas, continued to grow. Actuaries saw salary increases of 10–15%.
• Compliance Professionals: Compliance roles were in high demand, with salary increases across all levels. Directors saw the highest growth.
• Regulatory Focus: The tightening of regulations increased the need for HR professionals with expertise in employee relations and union management.

Finance & Accounting

• Bilingual Finance Directors: High demand for bilingual finance directors with CPA qualifications and updated financial knowledge.
• Salary Increases: Finance directors with 10–15 years of experience saw 10–15% salary increases, while female finance managers with strong communication skills could expect 15–20% increases.
• Automation Impact: Administrative roles faced reduced demand due to automation, increasing the value of strategic planning and analysis skills.

Human Resources

• Shift in HR Roles: HR is moving away from administrative functions towards more strategic roles, increasing the demand for experienced HR managers.
• Salary Trends: Junior HR generalists saw frozen or decreasing salaries, while senior HR managers experienced 10–15% increases.
• Work-Life Balance: Candidates increasingly prioritize work-life balance and corporate culture when changing jobs.

Information Technology

• Digitalization and AI: Demand for IT professionals with digital expertise, particularly in AI and big data, remained strong.
• Salary Increases: Engineers with technical backgrounds saw 15–20% salary increases, with some roles (e.g., mobile and PC game engineers) seeing up to 25% increases.
• Cloud and SaaS Resistance: Some companies still resisted switching to cloud-based solutions due to data security concerns.

Sales & Marketing

• Digital Marketing: High demand for digital marketing specialists, especially those with 5–8 years of experience, who could expect 20% salary increases.
• Bilingual Sales Professionals: Sales managers with English skills were in demand due to the expansion of international businesses, with 15–20% salary increases expected.

Automotive & Industrial

• Automotive Growth: The automotive industry saw strong hiring activity, particularly for engineers in quality assurance, technical sales, and electrical engineering.
• Senior Engineers: Senior engineers with English proficiency were in high demand, with salary increases of 25%.
• Industrial Expansion: Manufacturing and semiconductor sectors saw increased hiring, driven by growth in mobile and tech industries.

Medical Device & Chemical

• Bilingual Regulatory Affairs Managers: In-demand due to tightened regulations, these specialists could negotiate higher salaries.
• Research and Development: Shortage of R&D professionals persisted, with senior-level specialists being highly sought after.
• Cosmetic Industry Growth: Increased demand for skin care R&D and retail management roles due to industry expansion.

Consumer & Retail

• Digital Marketing: Despite challenges in the first half of 2017, digital marketing roles remained in high demand.
• Sales Channel Expansion: Growth in online and drugstore sales increased the need for bilingual sales managers with local market knowledge.

Key Information

• Global Reach, Local Expertise: Robert Walters operates in 28 countries, with a strong focus on local talent and market understanding.
• Profit Share Model: The company uses a team-based profit share system, ensuring client and candidate priorities are central.
• Candidate Shortages: Across many sectors, companies faced candidate shortages, prompting the need for flexibility in hiring and transferable skills.
• Salary Growth Expectations:
  • IT and Digital Roles: Expected to see 15–25% salary increases in 2018.
  • Compliance and Risk Management: Salary increases of 10–15% for analysts and 15–25% for directors.
  • Finance and Accounting: Salary increases of 10–15% for directors and 15–20% for female finance managers.
• Digital Transformation: Companies in China and South Korea are increasingly investing in digital transformation, driving demand for digital, IT, fintech, and e-commerce professionals.

What Makes Robert Walters Different

• Bespoke Consultative Service: Offers tailored solutions to clients of all sizes, including start-ups and SMEs.
• Specialist Recruitment: Recruiters have direct industry experience and strong networks.
• Long-Term Strategy: Focuses on organic growth and discipline diversification for sustained market presence.
• Innovation Leadership: Pioneered recruitment process outsourcing and continues to lead with industry-first initiatives.

Summary of Salary Trends in Seoul

Note: Figures are basic salaries exclusive of benefits and bonuses unless otherwise specified.

Conclusion

The South Korean job market in 2018 was marked by increased hiring activity, especially in finance, IT, and manufacturing. Salary increases were anticipated across many roles, with digital and bilingual professionals being in particularly high demand. Companies were advised to adopt flexible hiring strategies and focus on employee relations, company culture, and work-life balance to attract top talent. Robert Walters continued to emphasize its consultative, team-based approach, making it a trusted partner for both clients and candidates.