• Funding and incentives
  To ensure that the workforce remains competitive and up-to date with industry development, the Government should continue providing funding and incentives such as the SME Export Marketing Fund, Innovation and Technology Fund and Cyberport Creative Micro Fund, for promotion of e-commerce.

• Talent recruitment
  The Manpower Survey results indicated an increase in number of vacancies for Import/Export Trades companies in 2024 over 2020.  To tackle the current manpower shortage, the government should continue to recruit talent from the Chinese Mainland and overseas through initiatives like the Top Talent Pass Scheme and the Admission Scheme for the Chinese Mainland Talents and Professionals.  The Government should also regularise the Vocational Professionals Admission Scheme to encourage non-local students to stay in Hong Kong after graduation and work in skilled trades related to their fields of study, with the aim of bringing in individuals who can help address skill gaps in the industry.

• Collaboration with industry partners
  Training Institutions should collaborate with industry partners to provide secondary school and VPET students with practical experiences, such as industry visits, job shadowing, project collaborations, and internships. This exposure will help young talents gain insights into potential career paths, encouraging more individuals to consider starting their careers in the industry.

• Outreach to secondary schools
  Implement life planning education through the Business-School Partnership Programme by the Education Bureau, VTC’s 「專+導航」 Campaign, and other initiatives to inform students, parents, teachers, career masters, and principals about industry trends, career opportunities and VPET pathways, and professional development in the relevant sectors.

• In-service training
  According to the Manpower Survey results, employers reported that one of the main challenges in recruitment across all branches and job levels was “candidates lack relevant working experiences and training” (31.6%-100%). To cater to the needs of manpower training, training institutions should offer in-service training for emerging skills that are critical for the development of e-commerce sector. Training institutions should regularly review the programme curriculum and seek advice from the industry partners to ensure the training programmes meet the needs of the industry.

• Attractive remuneration packages
  “Compensation and benefits system” was reported in the Manpower Survey results as the employers’ major challenge in recruitment across all branches and job levels (42%-93.9%). To attract and retain talents, employers should consider offering competitive salaries, flexible work arrangements, health and wellness benefits, remote work options or part time options, learning opportunities, and performance-based incentives.

• Utilisation of government funding schemes in offering staff training
  To encourage the workforce to participate in upskill training, employers should utilise the available funding schemes for e-commerce sectors (e.g. New Industrialisation and Technology Training Programme (NITTP)), which were designed to support the development of the advanced technology including the e-commerce sector and enhance the skills of the workforce.

According to the Manpower Survey results, employers from Import/Export and Wholesale trade industries indicated preference of higher education level for candidates in 2024 over 2020 across all job levels. In addition, the top three training areas required were Customer Relationship Management, Product Management & E-commerce Operation.

Graduates and employees should proactively seek continuous education opportunities via formal courses, in-service training, or self-directed learning in emerging technologies. They can take advantage of government funding or subsidized/free training to enhance their skills throughout their careers, ensuring they remain competitive in a fast-changing job market.