Twenty-third International Conference on Knowledge, Culture, and Change in Organizations

Abstract

In recent years, labor shortages have swept across the globe and have impacted the balance of supply and demand in Taiwan’s labor market. The decrease in the young labor force due to the sub-replacement fertility, coupled with the increase in the number of job openings in the labor market, has given job seekers more choices, which has led to unsatisfactory recruitment by companies. In addition, the epidemic factor has caused a sharp decrease in the number of migrant workers, further exacerbating the manpower shortage problem. This study takes Company K as an example and examines the situation that it is facing a serious shortage of industrial talents, and is unable to smoothly deploy manpower in the face of capacity enhancement. Company K’s current recruitment mainly uses platforms such as manpower banks to search for suitable talents, and is unable to effectively attract talents due to external factors such as salary and location, and lacks the flexibility to respond to fluctuating manpower demand. Therefore, this study proposes three suggestions from short-term to long-term, including making good use of internal recruitment channels, reducing talent push, and enhancing employer brand image, to enhance the company’s pull on talent, alleviate recruitment pressure, and respond to environmental challenges.