Hong Kong’s latest unemployment rate rose to a two-year high of 3.5 percent. Although still considered low, experts and economists predict that the rate is not likely to come down until the macroeconomic environment improves. With tens of thousands of people joining the ranks of the unemployed, is this the right time to introduce the Technical Professional List (TPL)? 

From a public relations perspective, the timing of the TPL, a program that aims to attract nondegree professionals in eight key trades facing severe manpower shortages, may not be ideal. Union leaders have publicly voiced concerns over the program’s potential impact on the job security of the local workforce.

As of June 30, employers have been able to bring in the following nonlocal technical professionals: new industrialization technicians, nurses, aircraft maintenance technicians, marine services technicians, IT technicians, elevator/escalator technicians, Building Information Modeling coordinators, and electrical technicians.

Should employees be worried about the TPL? Let’s take the aviation sector as an example. Based on the government’s manpower projection, from now until 2028, the sector is expected to experience a shortfall of 18,000 to 23,000 workers. Airport operators have come to realize that it is not realistic to expect vacancies to be filled by local candidates. In addition to local and overseas recruitment, Hong Kong Aircraft Engineering Co has partnered with the Vocational Training Council on training local talent. The company is also working with dozens of technical colleges and training schools on the Chinese mainland to ramp up the availability of qualified job candidates. When employers find it necessary to invest so much in staff acquisition, the power-distance is tilting toward prospective employees.

Will the TPL diminish the competitiveness of local job seekers? Employers generally prefer to hire local candidates, even if it requires additional investment in training and development. For instance, consider the case of Cathay Pacific. During the COVID-19 pandemic, the airline lost over 1,400 pilots. As a significant portion of them were expatriates, these experienced professionals were ultimately lost. In response, the airline has not only doubled down on its in-house cadet pilot program, but also started collaborating with the Hong Kong Polytechnic University to offer a self-financed pathway for aspiring civil aviation pilots. This multifaceted approach aims to cultivate a strong pipeline of local talent.

In addition to aviation, other sectors such as city operations, construction, maritime services, healthcare services and information technology are also expected to see a negative manpower balance. For the eight roles on the TPL, employers must have exhausted all options to recruit locally, with some even running their own training academies, but still face an uphill battle in attracting sufficient locals to fill vacancies. Furthermore, some of these sectors are facing the looming problem of workforce aging. For example, according to the Construction Industry Council, over 40 percent of construction workers are over 50 years old. These workers will soon be reaching retirement age, and the manpower gap is expected to widen.

The demand for job roles under the TPL is projected to grow beyond 2028. For example, Hong Kong’s aging population will undoubtedly increase the need for medical personnel in the coming years. The reopening of Hong Kong International Airport’s Terminal 2 and the ambitious Skytopia project will create new roles to support this expanded capacity. The increasing number of elevators and escalators, including the need to maintain older equipment, will drive demand for repair and maintenance workers. As organizations rely more on streamlining business processes through innovation and technology, the demand for tech professionals is poised to rise. These evolving needs across diverse sectors present golden opportunities — not just for fresh graduates, but also those seeking a career change. Given the scale of the talent gaps, employers are increasingly compelled to consider a wider pool of candidates, including those who may not have all the required skills and experience.

While the unemployment rate may be rising, the TPL need not concern union leaders or threaten the job security of the existing workforce. Instead, union representatives can leverage their role as boundary spanners to help employers explore innovative ways to attract and retain staff members. This could involve supporting initiatives that enable young people, as well as those considering a career change, to pursue these in-demand technical roles. Furthermore, there should be some kind of a bridging program for these technical professionals to stay in Hong Kong to build a career, as the skills and experience that they will have accumulated in their jobs are extremely valuable to employers.

If stakeholders coordinate their efforts effectively, some of the unemployed individuals may be able to fill the acute manpower gaps in sectors covered by the TPL. Over time, this could allow for a gradual reduction in the quota for this program as the local talent pipeline is strengthened. For job seekers or career-changers, an open-minded approach to exploring cross-sectoral opportunities, where the “pasture is greener”, may prove highly beneficial.

The author is a senior lecturer in the Department of Marketing, the Hang Seng University of Hong Kong.

The views do not necessarily reflect those of China Daily.