Cover Story Follow-up | The Race for Semiconductor Talent (AI Translation)

封面报道续篇｜竞逐造芯人才

The global semiconductor industry is experiencing a surge in growth, driven by advancements in generative AI models like ChatGPT, with projections for the market to double by 2030 to $1 trillion. Despite this enthusiasm, the industry faces a talent shortage, with countries worldwide intensifying efforts to cultivate semiconductor professionals [para. 1][para. 3]. In regions including the U.S., Japan, and Europe, geopolitical considerations and supply chain security are prompting localization strategies, contributing to intensified competition for talent [para. 1][para. 4]. In the U.S., government incentives like the CHIPS Act have spurred investments from leading companies, creating significant demand for skilled workers; however, the country struggles with a scarcity of manufacturing talent [para. 4]. Estimates suggest a potential shortfall of over 67,000 semiconductor jobs by 2030 [para. 4].

Similarly, China faces a shortage of semiconductor professionals, with an estimated gap of 35,000 in 2022, underscoring the need for skilled workers to drive the industry forward [para. 5]. Malaysia and other countries, such as Saudi Arabia and Brazil, are aggressively trying to attract talent for their burgeoning semiconductor sectors [para. 6]. Malaysia, for instance, produces only a fraction of the engineers required by its electrical and electronics sector [para. 6]. Collaboration between industry and academia is emerging as a pivotal solution for nurturing semiconductor talent. For instance, the U.S. CHIPS Act allocates substantial funds for research and workforce training, while industry giants like Intel and TSMC partner with universities to develop tailored engineering curricula [para. 7].

Despite these initiatives, attracting new talent to the semiconductor field remains challenging due to perceptions of a less favorable work environment and lower compensation than other industries, such as internet and software [para. 8]. Talent competition is fierce in regions like Penang, Malaysia, where companies vie for skilled workers in front-end chip design [para. 9]. Despite attractive offers from Chinese companies, many professionals prefer American employers due to cultural differences and favorable work practices [para. 9][para. 10]. Stamford company executives describe recruitment challenges and high turnover in Malaysia, with efforts to retain talent through brand enhancement and university collaborations [para. 12].

Furthermore, Malaysia faces a talent drain, as many professionals are drawn to neighboring Singapore and Japan, which offer better salaries and work conditions [para. 20][para. 21]. Countries like Vietnam are similarly positioning themselves to develop homegrown talent, while Malaysian entities still require external expertise due to slow local development [para. 22][para. 23]. Malaysia’s “3R Policy” aims to recruit, retain, and retrain technical professionals, emphasizing collaboration between industry and academia [para. 27]. The establishment of the Malaysia Advanced Semiconductor Academy seeks to cultivate a skilled workforce through multifaceted training programs and international collaborations [para. 29].

On a global scale, different regions hold unique semiconductor talents, influenced by historical development and strategic investments [para. 36]. While China boasts a strong foundation of STEM graduates and policy-driven initiatives bolstering the semiconductor sector, experience gaps persist, requiring sustained efforts to advance capabilities [para. 38]. Noteworthy investments have resulted in a burgeoning talent pool, yet challenges remain, particularly in digital and analog chip design [para. 46][para. 49]. As economic conditions fluctuate, salary adjustments are underway, reflecting the ongoing balancing act between supply, demand, and the accelerating pace of technological innovation [para. 51].