52% of Taiwan employers plan to expand headcount while 71% face talent shortages

Co-launching the fully digital Salary Survey 2025 with the European Chamber of Commerce Taiwan, Robert Walters reveals the trend and insights of the Taiwan job market, as well as the change in candidate and company expectations

• 89% of employers forecast a pay rise to employees in 2025, 74% of them are likely to give 1-5% salary increase to their employees.
• 52% of surveyed employers plan to increase their permanent headcount in 2025.
• 49% of employers find hiring manager and senior manager level talent the most challenging.
• 36% of professionals do not plan to change jobs in 2025.
• 35% of professionals feel confident in job opportunities within their field.

Taiwan, 20 February 2025 – Amid economic uncertainty driven by an anticipated global slowdown and ongoing geopolitical tensions, the Taiwan Institute of Economic Research (TIER) projects a modest GDP growth of 3.15% for 2025. The subdued macroeconomic conditions are expected to impact the local job market, fostering a cautious perspective of job market among employers and professionals.

According to the latest insights from Robert Walters, the world’s most trusted talent solutions firm, only 35% of professionals in Taiwan express confidence in the job market. This sentiment is further reflected in data showing that just 46% of professionals plan to actively explore new employment opportunities within the next six months.

Despite the conservative outlook, Taiwan’s job market continues to grapple with a pressing challenge—talent shortages. A striking 71% of employers report difficulties in filling key positions, particularly at the manager and senior manager levels.

Approximately 52% of surveyed employers plan to increase their permanent headcount in 2025. Job movers with in-demand skill sets are likely to receive pay increments of 5-20%, while the average pay rise for employees is expected to be 1-5%. Employers are encouraged to implement strategic workforce planning and leverage innovative recruitment practices to meet their talent needs in 2025. These findings are part of the Robert Walters Global Salary Survey 2025, an authoritative analysis and benchmark of salary trends.

Taiwan prioritises efficiency amid uncertainty, driving demand for strategic roles
In the face of global recessionary pressures and local market challenges, organisations in Taiwan are prioritising efficiency and cost controlling strategies. This approach has driven a cautious approach in talent management, with companies increasingly opting to reallocate internal talent over engaging in external hiring. Consequently, organisational structures are becoming flatter, and operational roles are often shifted to regional hubs or outsourced. Local hiring efforts are now primarily focused on strategic positions that align closely with market-specific demands. Reflecting these trends, only 32% of non-technology professionals in Taiwan’s commerce sector express optimism about job opportunities in their field—lower than the national average.

Despite this cautious sentiment, demand for senior and strategic roles continues to be strong. According to the Robert Walters Salary Survey 2025, just 45% of non-technology professionals are actively seeking new employment opportunities over the next six months. However, those with in-demand skill sets who decide to transition can anticipate substantial salary increments ranging from 15% to 20%. Meanwhile, 91% of employers in the commerce market plan to offer salary increases in 2025, with 77% of these increases expected to range between 1-5%. These figures underscore the importance of niche expertise and leadership capabilities in driving growth within the commerce sector.

71% of employers in Taiwan struggle to fill key roles, sparking a shift in hiring strategies
In 2025, the talent shortage in Taiwan remains a pressing concern, with 71% of employers reporting significant difficulties in filling key positions. The top three challenges in sourcing staff are a “lack of applications/supply of candidates” (62%), “high salary and benefit expectations” (51%), and “intense competition for candidates” (51%). In response to these hiring challenges, 92% of employers indicate plans to adapt their strategies by enhancing learning and development (L&D) programs, expanding entry criteria, and engaging specialist recruitment firms to create a more inclusive hiring framework.

This talent gap is also driving new trends in the job market. Cross-industry movements and a growing demand for returning overseas candidates are on the rise.

John Winter, Country Manager of Robert Walters Taiwan, emphasised the need for a paradigm shift in employer approaches: "It is taking a much longer time to fill key roles. To attract top talent, organisations need to 'sell' their benefits, flexibility arrangements, career development, and support framework to prospective candidates and current employees alike."

AI boom fuels demand for high skilled tech-talent, eyeing ups 20% salary boost
Taiwan is set to maintain its global leadership in the technology sector in 2025, driven by groundbreaking advancements in artificial intelligence (AI) and other emerging technologies. Chip manufacturers are capitalising on the surging demand for AI-related components. These innovations are also reshaping the IT landscape and creating a surge in demand for skilled professionals. Backend engineers with expertise in large system design, AI engineers, and cybersecurity specialists remain among the most sought-after talent.

As artificial intelligence (AI) adoption automates basic-level roles, the demand for senior and highly skilled professionals in Taiwan's technology sector remains strong. According to the Robert Walters 2025 Salary Survey, 76% of employers in the tech industry face significant challenges in filling key positions. Despite this demand, only 45% of professionals plan to actively seek new roles in the next six months, and just 39% express confidence in the job market.

The shortage of qualified talent poses a critical challenge for the sector, with job movers possessing in-demand skills potentially commanding salary increments of up to 20%. This disparity underscores a broader shift in workforce priorities, where job security has become paramount amid global economic uncertainties and the rapid evolution of technology. Taiwan’s professionals increasingly favour established corporations over risk-prone startups and place heightened importance on work-life balance.

Taiwan’s technology sector also faces rising environmental challenges, particularly in water scarcity, which threatens its supply chain, including the vital semiconductor industry. In response, industry leaders are investing in water recycling and conservation technologies to safeguard production and mitigate risks. The emphasis on environmental, social, and governance (ESG) principles is becoming integral to corporate strategies, driving demand for sustainability experts to build resilient and eco-friendly supply chains.

Cautious optimism for 2025 Taiwan job market: hiring demand for strategic role and skilled professionals remains strong
In 2025, 52% of employers in Taiwan plan to increase their permanent headcount, while 33% anticipate maintaining current levels, signaling cautious optimism for hiring growth in the first half of the year. Despite recent challenges, the outlook reflects a steady recovery in the job market.

Salaries are expected to remain stable, with adjustments for inflation. According to recent findings, 89% of employers plan to offer salary increases in 2025, with 74% of those increases projected to range between 1-5%. However, for senior professionals and those in strategic roles, the competitive talent market presents an opportunity for significant salary increments. John Winter, Country Manager of Robert Walters Taiwan, highlighted the trends: “In 2025, salaries are expected to be stable with inflation accounted for. Job movers with in-demand skill sets are likely to receive salary increases of up to 20%.”

Taiwan top in-demand skills for 2025:

• FMCG & Retails: Productivity Driven, Performance Improvement Experience, Business Partner with Commercial Mindset, Transformation & Change Management Experience
• Healthcare
  • Commercial: Hybrid Functional Expertise (Non-commercial), Policy Shaping Experience, Multi-disease Areas
  • Non-commercial: Hybrid Functional Expertise (Commercial), RA / QA in Medical Device, Medical Excellence
• Accounting & Finance: Head of Finance, Commercial Finance / Business Partner, FP&A Manager, Head of Accounting
• Human Resources: Organisation Development Skills, Compensation & Benefits, Talent Development
• Marketing: Cross Industry Experience, Product Innovation & Development Experience, Multi-markets Experience
• Sales: Key Account Management with Distributor, E-Business Experience, Language & Communication Skills
• Supply Chain, Logistics and Procurement: ESH / Class A of Occupational Health, Demand & Supply Planning, Warehouse Operation, End to End (Full Function)
• Semiconductor: Analog Design, Digital Design, Design Verification
• Software: Software Development, AI Engineering, Data Engineering
• IT and Digital Transformation: Cyber Security, Solution Architect, Compliance

 Note to editor: 
About Robert Walters - Robert Walters is the world’s most trusted talent solutions business. Across the globe, we deliver recruitment, recruitment process outsourcing and advisory services for businesses of all shapes and sizes, opening doors for people with diverse skills, ambitions, and backgrounds. We help organisations find the skills and solutions to reach their goals and assist talented professionals to power their unique potential.

The Taipei office specialises in placing candidates in the following specialities: accounting & finance, electronics & industrial, healthcare, human resources, IT & digital transformation, marketing, manufacturing, sales, semiconductors, software, supply chain, logistics & procurement. 

About the Robert Walters Salary Survey
For more than 20 years, employers and professionals alike have relied on the Robert Walters Salary Survey to help them make critical decisions for their businesses and careers. This digital edition of the Salary Survey gives easy access to all the salary and market trends. In addition to a comprehensive guide to salaries for thousands of roles in 31 countries, the Salary Survey is packed with helpful tools and resources for hiring managers and job seekers alike, including the latest trends and analysis for different industries, as well as video updates on market conditions from industry experts.

 

2025臺灣就業市場展望謹慎樂觀！薪資微幅成長1-5%，趨於穩定

中高階人才短缺挑戰升溫、臺灣企業52%預計擴大招募

歐洲商會與全球頂尖招募機構之一Robert Walters(華德士)共同發布2025數位薪資調查報告，內容涵蓋臺灣就業市場趨勢、薪資變化，並深入探討求職者和企業的期望。 

• 89%的企業預計於2025年加薪，其中74%的企業加薪幅度為1-5%。
• 52%的企業預計於2025年擴大招募，增加正職職缺。
• 49%的企業表示，在當前招募市場面臨中高階主管與資深專業人士人才短缺的挑戰。
• 36%的專業人士2025年沒有轉職計畫。
• 35%的專業人士對其領域的就業機會感到有信心。

【2025年02月20日，台北訊】– 面對全球經濟放緩及地緣政治持續緊張所帶來的不確定性，臺灣經濟研究院（TIER）預測2025年臺灣經濟成長將以溫和緩升的步伐前進，GDP增長率預估約為3.15%。在宏觀經濟影響下，企業與專業人士對就業市場持謹慎態度，整體趨於保守。根據全球最值得信賴的人才解決方案公司Robert Walters華德士最新的調查結果，在臺灣僅有35%的專業人士對就業市場抱有信心，僅46%的專業人士計劃在未來六個月內積極尋找新的工作機會。

儘管市場態度保守，臺灣就業市場正面臨日益嚴峻的人才短缺問題。71%的受訪企業指出，在招募中高階主管及資深專業人士等關鍵職務時，面臨巨大挑戰。為此，52%的企業計劃在2025年擴大招募規模，特別是針對高專業技能需求與戰略性職務角色。根據Robert Walters最新的全球薪資調查報告，預計2025年臺灣員工的薪資增幅將介於1-5%，而擁有熱門技能的轉職者則有機會獲得5-20%的薪資增長。該報告建議，企業需積極實施戰略性的人力規劃，並採用創新的招募方式，以有效應對人才短缺並滿足未來的業務需求。

經濟高度不確定性，致使臺灣企業採取效率至上、成本控制雙軌策略，就業市場趨於保守
面對全球經濟放緩與當地市場挑戰，臺灣企業正優先採取效率提升與成本控制策略。這一趨勢促使企業在人才管理上更加謹慎保守，內部人才調配逐漸取代外部招募，而操作性職務則透過外包或轉移至區域樞紐來處理。由此，組織結構進一步趨於扁平化，本地招募重點轉向中高階管理職務及與市場需求密切相關的戰略性角色。Robert Walters最新的調查顯示，非科技專業人士中，僅32%對就業市場持樂觀態度，低於整體調查平均水準。這一數據反映了在人才管理策略日趨保守的情況下，市場信心的下降。

儘管企業的人才管理策略趨於保守，中高階管理職務與戰略性角色的需求依然強勁。根據Robert Walters 2025薪資調查報告，僅45%的非科技專業人士計劃在未來六個月內積極尋找工作機會，顯示市場中高階人才的供應壓力持續增加。在商務市場，擁有熱門技能的轉職者有望獲得15%-20%的薪資成長，遠高於商務市場整體薪資增幅 — 91%的企業計劃在2025年為員工調薪，其中77%的企業預期薪資調整幅度在1-5%，進一步突顯專業技能與領導力在商務市場的重要性。

71%的企業面臨招募挑戰！因應高階人才短缺的現象，市場跨產業、跨國界人才流動頻繁
臺灣就業市場在2025年將持續面臨人才匱乏的挑戰，根據Robert Walters的最新調查，高達71%的企業表示在招募關鍵職缺時遇到困難。主要挑戰包括「缺乏申請者/職務人選」（62%）、「高薪資及福利期望」（51%），以及「企業間激烈的招募競爭」（51%）。為應對這一局勢，92%的企業計劃採取多元策略，包括強化內部學習與發展計劃（L&D）、放寬入職條件，以及與專業招募公司合作等，致力於建立更具包容性的招募框架，滿足組織對專業人才的迫切需求。

企業的人才招募策略也隨著市場變化調整，跨產業的人才流動顯著增加，對具備國際經驗的歸國人才需求也在不斷上升。此外，企業更加傾向於尋找擁有多元技能和豐富經驗的人選，以實現單次招募即可填補多個職務的目標。在資源有限的情況下，此策略不僅能提升運營效率，更有助於高效應對人才短缺的挑戰。Robert Walters臺灣總經理John Winter強調，創新的人力資源與招募策略已成為企業的當務之急。他表示：「由於中高階職務與戰略角色的招募時間逐漸延長，企業需要通過優化福利政策、靈活的工作模式、完善的職業發展計劃，以及支持體系來吸引並留住頂尖人才。」

2025臺灣科技領域就業市場聚焦：AI技能與永續發展人才需求
得益於人工智慧（AI）和其他新興技術突破性的發展，臺灣科技業在2025年將繼續保持全球領先地位。根據Robert Walters的分析，AI技術的快速發展正帶動科技業就業市場的活躍，晶片製造商因AI相關組件需求激增明顯受惠。同時，IT與軟體領域對專業人才的需求也居高不下，後端工程師、AI工程師以及網路安全專家仍是最受歡迎的職務類別。

Robert Walters 2025薪資調查報告指出，科技業內高達76%的企業在招募關鍵技能職務時面臨顯著挑戰。對於擁有熱門技能與經驗的工程師而言，轉職可能帶來高達20%的薪資增幅。然而，隨著ChatGPT等AI工具的快速普及，部分基層與初階職務的需求正在縮減。這一趨勢影響了科技業就業市場的信心，僅有39%的從業者對市場表示樂觀，而計劃在未來六個月內轉職的比例則降至45%。調查顯示，科技業從業人員的優先考量已轉為工作的安全性與穩定性，求職者越來越偏好選擇成熟企業，而非高風險新創公司，同時更加重視工作與生活的平衡。

除了人才短缺，科技業還面臨日益加劇的環境挑戰。尤其是水資源短缺，已對包括半導體在內的供應鏈穩定構成嚴峻威脅。為應對這一危機，科技產業正在加大對水資源回收和保護技術的投資，以確保生產穩定並降低風險。為打造具有韌性和環保的供應鏈，確保企業的長遠競爭力，環境、社會及治理（ESG）正逐漸成為企業核心策略，進一步帶動市場對相關專業人才的需求。Robert Walters臺灣強調，2025年將是科技業應對多重挑戰並實現永續發展的關鍵年，創新策略和對關鍵專業技能的投資，將成為企業在競爭中取勝的重要基石。

2025就業市場展望謹慎樂觀！過半企業預計擴大招募，高技能戰略性職務角色人才需求強勁
儘管面臨多重挑戰，臺灣就業市場在2025年的整體展望仍保持謹慎樂觀。根據全球最值得信賴的人才解決方案公司Robert Walters的最新調查，52%的臺灣企業計劃在今年擴大招募規模，而33%的企業預計維持現況。報告進一步指出，整體市場的薪資預計將根據通膨因素進行微幅調整，高達89%的企業計劃在2025年進行薪資調整，其中74%的企業預期加薪幅度為1-5%，顯示市場整體薪資增長趨於穩定。然而，對於高階專業人士及戰略性職務角色，競爭激烈的市場環境為其帶來了顯著的薪資增長機會，其增幅可高達20%。

儘管企業在招募中面臨挑戰，高技能和戰略性職務角色仍是企業關注的焦點。Robert Walters建議企業應採取更加靈活和創新的招募策略，結合內部人才發展計劃，以確保在2025年的市場競爭中保持領先地位。

關於Robert Walters（華德士）
Robert Walters 是全球最值得信賴的人才解決方案企業。我們在全球範圍內為各種規模的企業提供招募、招募流程外包和人才諮詢服務。我們致力為組織提供能實現願景與目標的人才解決方案，並攜手求職者一起重新定義職涯、實現其工作抱負。

關於Robert Walters薪資調查
Robert Walters 的薪資調查報告是基於全球31 個國家/地區共數千個職位的真實市場數據，進行縝密的分析與專業的洞察所製成，該報告將全面剖析您所處的就業市場，包含：招募趨勢、關鍵職能、薪資期望。因此，無論您希望以國際視野的高度了解招募趨勢，或一手掌握在地就業情報，我們的薪資調查報告都能滿足您的需求。