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Quiet Firing and How You Can Avoid It

By now, you’re probably already familiar with the term ‘quiet quitting’, but there’s a new buzzword that we should also acquaint ourselves with. And that is ‘quiet firing’.

Quiet firing is when a manager or employer chooses to pull back on the duties of an underperforming employee or create a less than ideal work environment for them instead of just letting them go.

So, instead of giving employees any sort of feedback to learn and grow from their mistakes, they hope that the individual will just take themselves out of the equation and quit.

It may be interesting to note that while the term quiet firing sounds new, the approach in itself is not and has been around for some time. According to a LinkedIn poll with over 20,000 respondents, 80% of workers said that they have seen quiet firing at work or have experienced it themselves.

Yes, we know it all sounds terribly counterproductive and odd. Why would any employer or manager keep an underperforming staff on their payroll with no intention of helping them to improve?  

Quiet firing is highly problematic and it stems from a number of reasons such as conflict avoidance, cost-saving to mismanagement. So it’s important that employees are able to identify the signs and also be proactive in ensuring that they avoid such a situation.

8 Signs of Quiet Firing

It can be challenging to know exactly if you’re being quietly fired, however there are some common signs that you should look out for:

  1. You received a very minimal salary raise or none at all over an extended period of time.
  2. You’re being blocked from opportunities for growth or promotion, or the opportunities that you want are being assigned to other team members.
  3. Your ideas are often dismissed with minimal or no time spent on the consideration of its feasibility.
  4. Your boss doesn’t give you clear and timely feedback.
  5. Your boss becomes less available and are often cancelling meetings with you.
  6. Your responsibilities are shifted toward tasks that are mundane and require minimal or zero expertise.
  7. You are excluded from team gatherings and social events.  
  8. You receive unfair or unequal treatment from your boss.

When these situations occur, you may find themselves feeling detached from their work environment and having low morale. Thereby leading to resignation due to a want for better treatment.   

8 Ways to Avoid Quiet Firing

There are several things you can do to try to avoid quiet firing and it mainly revolves around communication.

  1. Do not avoid having conversations with your manager. Speak to them personally and request for a catch up, even if it’s just for a short 10-minute one.
  2. Ask for feedback for the last project you were delegated and consciously make an effort to do better and outperform their expectations.
  3. Ask for a challenge by looking for specific projects or work that you can either take on or help out with. Mention these options to them and use whatever small opportunities you may have to produce excellent work. 
  4. Be vocal about your goals and aspirations. Have some time to discuss this with your manager, mentioning that you would like to garner several skills when you first started and how you can get these skills, whether it’s through leading a project or going through training programs.
  5. Ask your manager for specifics on what you can do to attain a promotion or raise along with a timeline that you can work towards. Make sure you have concrete and measurable ways to determine the quality of your output. Follow up with an email to ensure that you have captured all the points that were discussed. Put together a plan of action and work towards achieving the set objectives.
  6. Take initiative and find other areas that you can contribute. It may well be tasks that no one else wants to do such a being part of a planning committee for an upcoming event. Take it on and do it well as these can contribute to winning favourable reviews from your team and the attendees.  
  7. Always be on top of things. Ensure that you aren’t giving anyone opportunities to dismiss your contributions by being two steps ahead. When you consistently turn in top notch work, it shows reliability. This can become what you’re known for and hopefully change minds.
  8. Proactively build rapport with your colleagues. Be the one who shows interest and ask about their weekend. Chat with them about non work-related topics so that you can get to know each other on a more personal basis. Surprise a colleague once in a while buy buying them a cup of coffee. The idea is to create genuine connection with your colleagues so that their response and actions are based on their perception of you instead of being swayed by other external influences.

In summary, the overall approach to avoid quiet firing is to put out work that is of consistently high standards and build strong relationships. And it is important to note that these things take time so it is important to be patient in the process.

However, if you find yourself stuck in a cycle and all your efforts to change minds have been in vain, then perhaps, it might be time for you explore your options and look for other opportunities elsewhere.

Important Notice: Scam Message Alert

It has come to our attention that there are Telegram and WhatsApp text messages sent out from individuals posing as RecruitFirst consultants, asking the public to write reviews or rate airlines for a high payout. Some of these scam messages might include the names and EA licenses of actual RecruitFirst consultants that they might have retrieved from the Ministry of Manpower website.

Please note that these individual(s) are not from RecruitFirst.

If you have received such a message, do not engage with the person. Instead, go to the contact information in the message and select Report Contact.

Do get in touch with us at hello.sg@recruitfirst.co if you have other enquiries.

Examples of Job Scams

Please note that these individuals who are posting job offers and requesting the candidate to create an account or disclose their personal information is not associated with RecruitFirst in any way.

Do stay vigilant to check if the job advertisement and the consultant who approached you is legitimate.

RecruitFirst consultants will always use their business email addresses (@recruitfirst.co) to send important information and documents such as an employment contract.

Steps to protect against job scams:

  • Do not respond to suspicious text messages and calls
  • Do not transfer money to people you do not know
  • Do not create an account without verifying the authenticity of the job
  • Do not share your personal particulars
  • Check the legitimacy of the job offer or consultant who contacted you by getting in touch with us at hello.sg@recruitfirst.co

As scammers are constantly changing their tactics, please follow our Facebook and Instagram to stay updated of the latest job scams.

Salary Trend & Market Intelligence for Startups – Malaysia

The State of Startups in Malaysia

Already recognized as one of leading global manufacturing hubs, Malaysia is making strides towards establishing itself as a promising startup centre. According to Startup Genome, an innovation policy adviser, Kuala Lumpur is ranked as the 11th emerging startup ecosystem in the Global Startup Ecosystem Report 2020.

The country’s geographical location is a prime spot for cross-country operations, situated between three already growing markets in Indonesia, Thailand and Singapore. To help accelerate the ecosystem growth, the Malaysian government launched programs such as Cradle Investment Programme 300 (CIP300) and DEQ800 to offer direct financial support to Malaysian tech startups.

Other than its government funding schemes, Malaysia also offers high quality talent at lower salaries and fast-track visas for entrepreneurs, making the country a great area for startups to move to if they want to expand.

Career Advice for Jobseekers

Getting a job at a startup can be very rewarding, but the path to get there can be quite challenging. Startups attract many job seekers because of their fast-growing environment and the opportunity to work on a product the market love. However, this means you’ll be facing a lot of competition. Consider these steps to set yourself apart and increase your chances of getting hired at a startup.

SHARE SOFT SKILLS

The ability to wear many hats is one of the things that many startups are looking for in a candidate. Other than your qualifications for that particular role, they will be interested in soft skills that make you a valuable team member in a fast-growing company.

Share accomplishments and initiatives that illustrate your communication skills, initiative to learn new things, and adaptability to change as these are some of the most in-demand traits in a startup.

BE OPEN TO CONTRACT ROLES

Many startups hire on a contractual basis as they do not have to invest in onboarding, training or benefits. This system will also allow them more time to assess if the employee is a good fit for their company.

If you are willing to take on a contract work, you’ll be getting your foot on the door and the opportunity to prove your worth by producing good, timely work. This will significantly boost your chances of getting hired permanently. 

GET A TEAM OF CAREER MENTORS

Career mentors can help you define your career goals and provide career advice and assistance. Mentors can be someone you already know like your former manager, college professor, or friend, or they can be someone who works in the field that you’re pursuing.

If this is your first time searching for a mentor, start by researching the industry and about the top people in it. Build a list of people you want to approach and begin contacting them to introduce yourself. Remember to be patient as you receive responses as not all of them may be interested or can set aside time to be your mentor.

DO NOT UNDERESTIMATE THE POWER OF NETWORKING

Many startups prefer to hire candidates referred by their own employees or associates as recruitment can be a time-consuming and expensive process. Having people within the industry can be beneficial to secure your dream job.

Build and expand your network by attending networking events and reaching out to friends, former colleagues, alumni from your alma mater, or professionals through personal means of communications or LinkedIn.

What Startups Look For in Employees

  • Desire to grow
  • Ability to learn fast
  • Understanding of the market
  • Grit
  • Adaptability and flexibility
  • Ownership
  • Humility
  • Curiosity

In-Demand Skills in Startups

  • Data Analytics (i.e research, resource management, forecasting, data visualizations)
  • Mobile Development
  • Sales
  • Business Development
  • English Language (i.e. content writing, presentation skills)
  • Computer Skills (i.e. MS Office, GSuite, CRM software)

Emerging Soft Skills:

  • Strong adaptability to fast pace environment
  • Innovative and inquisitive mind
  • Dare to share opinions
  • Entrepreneurial mindset
  • Complex problem-solving
  • Resilience, strong tolerance and flexibility

In-Demand Roles in Startups

  • Merchant Support (onboarding, trainer, payment dispute handling)
  • User Operations Support
  • Partner Enablement Team / Activation
  • Customer Service / People Experience
  • Key Account Manager
  • Business Intelligence / Strategic Intelligence
  • Software Engineer
  • Data Analyst & Scientist
  • UX/UI Designer
  • Software / App / Web Developer

Tips for Late-Career Candidates

If you are already in an established point in your career journey but would like to look for a new professional environment and challenge by joining a startup, here are few things to consider to maximize your likelihood of success.

Make sure it’s the right decision for you

As newly established companies, some startups may lack of structure, constantly changing and simply risky. Be prepared for all the differences compared to a corporate job.

Showcase your experience

To counteract age bias that sometimes occur in startups, use your experience as an asset during your interview. Demonstrate your expertise or network you have gained along the way and how you will utilize them in this role.

Show your passion

Startups tend to look for people with the right level of energy to match their fast-paced environment. Be sure to showcase your drive and passion in your voice and body language when communicating with the various people in the company.

Work with A Recruiter

If your effort of sending countless cover letters and resumes to your dream startups has come to no avail, perhaps it’s time to consider working with a recruiter. Busy startups may rely on a recruitment agency to save their time and cost.

Recruiters can help match your qualifications and experience to the company’s requirements and company culture. They can also provide feedback and insight throughout the interview process, helping you to showcase your credentials in the best manner.

Click here to download this report.

Salary Trend & Market Intelligence for Startups – Malaysia

The State of Startups in Malaysia

Already recognized as one of leading global manufacturing hubs, Malaysia is making strides towards establishing itself as a promising startup centre. According to Startup Genome, an innovation policy adviser, Kuala Lumpur is ranked as the 11th emerging startup ecosystem in the Global Startup Ecosystem Report 2020.

The country’s geographical location is a prime spot for cross-country operations, situated between three already growing markets in Indonesia, Thailand and Singapore. To help accelerate the ecosystem growth, the Malaysian government launched programs such as Cradle Investment Programme 300 (CIP300) and DEQ800 to offer direct financial support to Malaysian tech startups.

Other than its government funding schemes, Malaysia also offers high quality talent at lower salaries and fast-track visas for entrepreneurs, making the country a great area for startups to move to if they want to expand.

Hiring Advice

Attracting and hiring high-quality talent can be incredibly challenging for startups. However, it is crucial to get this step right in the early stages as your team will help set the culture of your organization and determine the success of your first projects. Here are some strategies to help you hire top candidates as a startup.

Offer a hybrid or remote work options. Many great candidates consider this flexibility as a benefit. Providing this option may give your company access to a larger talent pool.

Create an employee referral program. Personal references can go a long way when hiring new employees for a startup. It allows you to hire faster and candidates recommended by your employees are more likely to have a strong cultural fit.

Build and showcase great company culture. A startup company has a lot of potential to create a positive work culture where talents can thrive. Social media is a great platform to showcase your company culture, from office perks to fun events like birthday celebrations and team bonding sessions.

Use modern tools. Artificial intelligence systems can assist you in filtering job applications and hire more efficiently. These systems can help you scan your job posts to ensure you optimize your language. It also allows you to communicate directly with applicants through chatbots or automatic chatting software. 

In-Demand Skills in Startups

  • Data Analytics (i.e research, resource management, forecasting, data visualizations)
  • Mobile Development
  • Sales
  • Business Development
  • English Language (i.e. content writing, presentation skills)
  • Computer Skills (i.e. MS Office, GSuite, CRM software)

Emerging Soft Skills:

  • Strong adaptability to fast pace environment
  • Innovative and inquisitive mind
  • Dare to share opinions
  • Entrepreneurial mindset
  • Complex problem-solving
  • Resilience, strong tolerance and flexibility

In-Demand Roles in Startups

  • Merchant Support (onboarding, trainer, payment dispute handling)
  • User Operations Support
  • Partner Enablement Team / Activation
  • Customer Service / People Experience
  • Key Account Manager
  • Business Intelligence / Strategic Intelligence
  • Software Engineer
  • Data Analyst & Scientist
  • UX/UI Designer
  • Software / App / Web Developer

Retention & Attraction

It’s important to understand what makes an employee stay or leave. Understanding these reasons will help you create better work environments to retain the best talents and continuously attract new ones to your team.

Reasons to stay:

  • Positive career progression potential
  • Competitive salary and benefits
  • Well-known brand image
  • Flexible work hours / WFH policy
  • Collaborative working culture

Reasons to leave:

  • Stagnant company growth
  • Lack of room for career progression
  • Work overload
  • Better remuneration package offered by others
  • Lack of new challenges

From Attraction to Retention

In the early-stage startup, finding the right talents is critical for your company’s growth. Businesses are competing for top quality candidates more than ever before. Consider these strategies to help you stand out from your competitors when establishing your talent attraction plan.

Explain your company’s mission

As a startup, it’s important to be open on where your company is heading as it will help your candidates align themselves with your company’s purpose. You can also share some of your ongoing projects to let them have better understanding on some of the works that they will be doing.

Competitive salary and benefits

Our data shows that candidates are more willing to consider joining a startup when offered a 30-40% salary increment. However, if you are unable to do this, there are different ways you can provide competitive packages to stand out in the market. This can include offering health and insurance benefits, flexibility in working hours, trendy office space and perks, or equity.

Provide a clear path for upward mobility

Some candidates can be hesitant to join a newly-established company as they are unsure of how they can develop within the company. During the hiring process, communicate how your organization can provide opportunities for their career growth or to expand their portfolios.

Employee turnover is a constant struggle for companies, especially those who are just starting up. Some studies show that around 20% of new hires leave within their first 45 days of employment. Here are several strategies you can consider for successful employee retention.

Ensure effective onboarding practices

Proper onboarding is critical to any company’s long-term success. It is your chance to create a strong and lasting impression on new employees. Some ways to achieve this include:

  • providing all relevant information such as office access or parking spots
  • setting up their workspace
  • personalizing their introduction to the company
  • having clear onboarding plan that covers at least the next month

Offer opportunities for development

High turnover rate is often linked to a lack of investment in employee development. When a clear development program is in place, employees will be more motivated and productive at work. Consider implementing coaching programs or making trainings and certification programmes reimbursable. For employees who are interested in exploring roles outside of their departments, you can provide opportunities to transfer into new positions or functions.

Reassess your compensation and benefits package

Offering employees enticing benefits package can be costly, however, in the long run, it will help you retain your staff. Start by surveying existing employees to see what they think of the current benefit package then check out what your competitors are offering. You can also evaluate your salary structure to ensure that employees are compensated for a job well done.

Initiate employee engagement actions

Studies have shown that engaged employees are often higher performers, more productive and more likely to stay within the company than disengaged employees. You can improve your employee engagement by committing to a two-way feedback system. This will allow employees to get input to enable them to perform their best and at the same time, you can have inputs that would be vital for the company’s growth.

Organize internal events to strengthen team relationships and celebrate achievements

These activities will help employees to communicate and collaborate better, builds trust, help resolve conflict and enhances respect for each other. Some team building events you can do include team lunches, group excursions, or social responsibility initiatives to give back to the community.

Work with A Recruiter

Many startups struggle to fill in crucial roles because they do not have the time or resources to source, engage and hire talents. This is where recruiters can come in and fill in the gaps.

Recruiters have a high level of expertise and experience in dealing with the labour market, job posting tactics, candidate screening and interviewing and labour laws. They have access to a vast of high-quality talents that they have already pre-screened or to passive candidates who are often the best performers in the industry.

In this tight job market, consider working with a recruiter so that you can keep focusing on what matters: running your new business.

Salary Guide

Click here to download this report.

RecruitFirst Taiwan awarded Grade A in the 2022 Accreditation Program

RecruitFirst Taiwan is proud to have achieved stellar results in the Taipei City Government’s Accreditation of Private Employment Service Agencies for 2022. This is the 3rd consecutive year in which RecruitFirst has been awarded Grade A since its incorporation in 2019.  

Private employment service agencies are evaluated based on standardisation in contractual records as well as the stringency in personal data privacy protection. The A-grade accreditation is an excellent showcase of the high standards and service quality of the RecruitFirst brand.

We are grateful for this recognition from the Taipei City Government, and also the support of our clients and contractors. This award is representative of the hard work and commitment that every single one of our consultants has put into maintaining high service standards. 

Are Gen-Z Reluctant To Come To Shanghai?

Sample Data of Participants

A total of 269 students participated in the survey, 82% of whom were from Shanghai.

Over 70% are undergraduate students and bachelor degree holders, and less than 30% are postgraduate students and master degree holders.

Positive Impact of Covid-19 Lockdown

It is found that COVID-19 lockdown in Shanghai has had a great impact on people’s choice of cities to work in.

Rise In Search For Job Opportunities

Despite the lockdown, the younger generation in particular, chose to seek for job opportunities in Shanghai.

Optimism Among Young People

Gen-Z in Shanghai are still optimistic about the opportunities and resources.

Attractive of New First-Tier Cities

New first-tier cities are the most attractive to young people who decide to leave Shanghai.

What Do Gen-Z Graduates Value When They Look For A Job?

Work Values In First Job

In comparison with the type of company and nature of work, college students value the potential of the industry more when looking for their first job.

How Decision Is Made

In comparison with the type of company and nature of work, college students value the potential of the industry more when looking for their first job.

Importance of Social Media Platforms

  • Experiences of working in famous companies shared by normal bloggers or well-made contents posted by workplace bloggers can be found for reference on Xiaohongshu
  • Search “fabulous company” on Douban and Weibo to find many groups and topics sharing real information on great corporate culture and benefit packages

Posts on Xiaohongshu, Douban and Weibo

People tend to learn about a new company and do background research on Xiaohongshu.

Job Application Channels

College students tend to send out their resumes through traditional channels, and follow recruitment channels of corporate-owned media.

According to the survey, though this COVID-19 lockdown has influenced the decision in the city to work among Gen-Z to a certain extent, most still decided to stay because of Shanghai’s industry agglomeration, and the number of working opportunities and abundant talent resources. They believe that the city’s accumulated strength will not be dissipated due to the temporary uproar of COVID-19.

According to the expectations that the college students have of their first job paired with the reasons for job-switching by Beisen, the potential of the industry seems to reign at the top. However, when deciding to change a job, the focus shifted to whether the nature of work is in line with their interests and whether the interpersonal relationship in the workplace is harmonious.

For enterprises, showing care to the employees under such unprecedented times can provide employees with a sense of security and as a result, increase their appeal to talents. In terms of recruitment, they should leverage key social platforms such as Xiaohongshu, Weibo, and Douban to build awareness. On the other hand, as college students tend to conduct background research before accepting a job offer, companies should maintain their reputation and respond to the negative reviews left on their websites in time to minimize the impact.

Download the full report here.

30 Years of HRnetGroup – Walk With Us

This year marked the 30th Anniversary of our Group and to commemorate the special occasion, we organised a Walkathon and Fundraising event on 3 September 2022.

Themed, Walk With Us, the objective of the event was to support and give back to the local communities in each city. The event took place simultaneously in 11 cities – Singapore, Kuala Lumpur, Hong Kong, Tokyo, Shanghai, Beijing, Guangzhou, Seoul, Jakarta, Shenzhen and Taipei.

Singapore
Kuala Lumpur

“After 30 years, we are now far bigger, faster and stronger, from the technology backbone that is integral to the business, to the new workflows that speed up processes and improve service delivery standard for our clients and candidates. With this event, we want to continue making a difference by raising funds to benefit the communities which have nurtured our growth”, said Adeline Sim, Executive Director and Chief Corporate Officer of HRnetGroup during the event.

In each city, we walked a total of 5km, however, our team in Seoul, went a step further by walking a total of 10km. There were over 500 people that attended including all employees under our group, the clients, candidates and their family members.

Tokyo
Jakarta

We had a total of 8 beneficiaries that were included in this fundraiser – Code in the Community for Singapore, Tzu Chi Foundation Malaysia for Kuala Lumpur, Yayasan Kanker Anak Indonesia for Jakarta, The Community Chest of Hong Kong for Hong Kong, Eden Social Welfare Foundation for Taipei, Shanghai Sunflower Community for Shanghai, Angel House Orphanage for Seoul and Make-A-Wish Foundation for Tokyo.

Shanghai
Seoul

In line with giving back to communities, we donated S$10 for every 1km walked which amounted to S$32,255. Our clients and candidates also contributed to this fundraising event and it totaled up to S$13,585.

We would like to thank everyone that donated and participated during the Walkathon. The contributions made will definitely go a long way in making a difference to the lives of those supported by the charities. Together, we can make a difference.

To add on to the fundraising, we have also created our own NFT, where our mascot, Ruby, is featured in different cities. Proceeds from this will also be donated to the charities that the respective cities are raising funds for in this CSR initiative.

If you’re new to the NFT World, check out the image below for a guide on how to purchase.

Salary Trends & Market Intelligence: Healthcare Industry – Singapore

Change Is Here To Stay

It’s been 2 years since the first wave of COVID-19 hit Singapore’s shores. Through lockdowns, travel restrictions, and vaccination rollouts, the country has adapted to the ever-changing situation and understood that what we once thought would come to pass is here to stay for the long run.

While COVID-19 has impacted almost every aspect of our lives, it has undeniably left an indelible mark on the healthcare industry. Coupled with Singapore’s newest Healthier SG plans to cater to an ageing population, the industry has undergone and is expected to continue seeing a change in terms of hiring practices and diversification of healthcare-roles.

Having brought to the forefront the importance of healthcare workers, the pandemic has emphasized the hard work and risk that these professionals put themselves in. As the world works towards new ways to combat the virus, it has become evident that healthcare is an industry that will always be in demand.

Contrasted with other industries that were forced to come to a standstill when the pandemic struck, many people are turning towards healthcare-related jobs because of an increased passion and realisation of its importance, as well as an understanding that the industry is not limited to just doctors and nurses, it also includes a whole host of ancillary and allied health professionals such as pharmacists, phlebotomists, therapists etc, that are as instrumental to a country’s healthcare system.

A New Standard In Salaries For Temps

Singapore’s healthcare industry was quick to respond to changes in the DORSCON level and started making use of recruitment companies to begin hiring en masse early. An interesting point to note is the way the healthcare industry has influenced the increase in pay rates for temporary jobs.

During the height of the pandemic, when Safe Entry check-ins were compulsory and temperature screeners in high demand, the average salaries for hourly-rated roles rose to $15/ hour, due to the perceived risk that they carried. This caused employers in other industries to consider raising their hourly rates, just so that they could keep their salaries competitive. Some companies responded with a 50% increase in salaries offered, while those who decided to stick to the pre-COVID standards found themselves having to settle with choosing from a shrinking pool of candidates. Despite the decrease in COVID-related temporary jobs, candidates will continue to expect raised rates from all employers across the board.

Consider These When Hiring

1. FAST-PACED VISUALS MEDIUMS

Platforms such as Instagram, TikTok and Telegram have become the new job portals. Talents are drawn to roles that are marketed to them, much like how a consumer brand markets their products. The eye-catching visuals coupled with short, to-the-point messaging is aligned with how today’s generation prefers to consume information.

2. 360-DEGREE EXPERIENCE

For fresh graduates or those early in their career, consider packaging a role as 360-degree Management Trainee Program if the environment allows for it. A role that provides a holistic space to contribute and learn could potentially attract promising talents who are looking for more than just a run-of-the-mill job.There has also been an increase in group, scenario-based, or ‘activity day’ interviews, which help companies understand a candidate’s thought processes and teamwork abilities more thoroughly.

3. TRANSFERRABLE SKILLSETS

While it is common for companies to prioritise hard skills as a requirement for hiring, it might be better to place the emphasis on transferrable skillsets instead. Work towards devoting time and resources to building technical skillsets from the ground up after an employee has joined the company. This ensures that incumbents have the right attitude and mindset to learn and grow, and might increase company loyalty as well once they see that their career growth is being taken care of.

Career Considerations Of Healthcare Professionals

  • Competitive remuneration and benefits package that includes family care leave, COVID-19 Healthcare Award special bonuses
  • Commemoration of special appreciation days, such as Nurses Day
  • Additional perks and benefits such as gyms and childcare services on premise
  • Location of work
  • Remote work arrangements and flexible working hours

Work With A Recruiter

Despite recent challenges, it is hard to deny that the job market is shifting to become one where job seekers now have a wealth of information and choices at their fingertips. Companies need to ensure that they stand out from competitors so as to attract the best talent.

A disciplined hiring process, as well as constant contact with other thought leaders, headhunters and prominent figures in the Human Resource field will help you stay abreast of trends in your industry. The past few years have taught us to embrace change, and we must continue to do so in order to build a team of highly skilled professionals who can work together to achieve organisational goals.

Salary Guide

JOB TITLE EDUCATION QUALIFICATION REQUIREMENTS YEARS OF INDUSTRY EXPERIENCE SALARY (SGD)
Healthcare Assistant/Porters PSLE 1-2 years $1,300 – $1,800
Senior/Patient Service Associate GCE N/O-Level to Diploma 1-2 years $1,600 – $2,400
General Administrative Roles (Corporate, Operational – Admin & Ancillary) GCE N/O-Level to Diploma 1-3 years $1,600 – $2,400
Senior Level General Administrative Roles (Corporate, Operational – Admin & Ancillary) GCE N/O-Level to Diploma 4 years and above $2,400 – $3,500
Executive (Corporate,

Admin & Ancillary Vacancies)

Degree 1-5 years $3,000 – $4,500
Senior Executive (Corporate,

Admin & Ancillary Vacancies)

Degree 5 years and above $4,000 – $5,000
Assistant Manager (Corporate,

Admin & Ancillary Vacancies)

Degree 5 years and above $5,000 – $5,500
Social Work Assistant GCE A-Level, NITEC/Higher NITEC/Diploma 1-2 years $1,700 – $2,500
Medical Social Worker Degree 1-2 years $3,300 – $4,200
Therapy Assistant NITEC/Higher NITEC/Diploma 1-2 years $2,000 – $2,400
Pharmacy Assistant/Technician Diploma 1-2 years $2,200 – $2,400
Pharmacists, Medical Lab Technologists Degree 1-2 years $3,300 – $4,200

Click here to download this report.

Salary Trends & Market Intelligence: Healthcare Industry – Singapore

Change Is Here To Stay

It’s been 2 years since the first wave of COVID-19 hit Singapore’s shores. Through lockdowns, travel restrictions, and vaccination rollouts, the country has adapted to the ever-changing situation and understood that what we once thought would come to pass is here to stay for the long run.

While COVID-19 has impacted almost every aspect of our lives, it has undeniably left an indelible mark on the healthcare industry. Coupled with Singapore’s newest Healthier SG plans to cater to an ageing population, the industry has undergone and is expected to continue seeing a change in terms of hiring practices and diversification of healthcare-roles.

Having brought to the forefront the importance of healthcare workers, the pandemic has emphasized the hard work and risk that these professionals put themselves in. As the world works towards new ways to combat the virus, it has become evident that healthcare is an industry that will always be in demand.

Contrasted with other industries that were forced to come to a standstill when the pandemic struck, many people are turning towards healthcare-related jobs because of an increased passion and realisation of its importance, as well as an understanding that the industry is not limited to just doctors and nurses, it also includes a whole host of ancillary and allied health professionals such as pharmacists, phlebotomists, therapists etc, that are as instrumental to a country’s healthcare system.

Demand Through Healthier SG

In tandem with this observation is Singapore’s newly introduced Healthier SG plan, which aims to cater to the health needs of an ageing population. With the idea of focusing on preventive care and promoting better health on a community level, it also has plans for better and more infrastructure, as well as increased support for healthcare professionals. All in all, this will lead to the increase in demand for gerontology specialists as well as project planning professionals who are able to apply a variety of analytical, organisational, and design skills to put these new initiatives in place.

New Forms of Healthcare

Other emerging forms of healthcare, such as telemedicine, are also becoming more prominent in Singapore, and the relevant professionals in IT infrastructure, marketing, and data analytics will be required as well. With these emerging functions, companies will benefit from staying on top of trends, applying new technologies to their work where possible to stay relevant. Companies can also consider increasing their brand awareness by providing online educational resources that shed light on various healthcare topics. These serve as a good way to inform the public about the best healthcare practices while promoting the company’s various services.

Contract Roles In The Healthcare Sector

The recent few years have also seen the rise in freelance and contract roles, which employers prefer nowadays, given the need for flexibility and to fulfill ever-changing requirements. While full-time positions are traditionally preferred, contract roles offer the opportunity for exploration and could be a helpful stepping stone towards new opportunities. Job seekers are encouraged to keep an open mind if offered contract roles, as they could provide experience and valuable connections to further one’s career goals.

In-Demand Roles In The Healthcare Sector

  • Operations Executives
  • Call Centre Staff
  • Allied Healthcare Professionals; Pharmacists, Physiotherapists, Radiographers
  • Nurses
  • Patient Service Associates
  • Phlebotomists

Career Considerations Of Healthcare Professionals

  • Competitive remuneration and benefits package that includes family care leave, COVID-19 Healthcare Award special bonuses
  • Commemoration of special appreciation days, such as Nurses Day
  • Additional perks and benefits such as gyms and childcare services on premise
  • Location of work
  • Remote work arrangements and flexible working hours

Work With A Recruiter

There is a wealth of information out there, as are there plenty of choices for the job seeker, and it can be hard to sift through it all in order to find the right career and organization to join.

The past few years have taught us to embrace change, and we must continue to do so in order to advance the career ladder. It’s important to leverage the knowledge of thought leaders, headhunters and prominent figures in the Human Resource field to keep updated on the latest trends and hottest job openings.

Salary Guide

JOB TITLE EDUCATION QUALIFICATION REQUIREMENTS YEARS OF INDUSTRY EXPERIENCE SALARY (SGD)
Healthcare Assistant/Porters PSLE 1-2 years $1,300 – $1,800
Senior/Patient Service Associate GCE N/O-Level to Diploma 1-2 years $1,600 – $2,400
General Administrative Roles (Corporate, Operational – Admin & Ancillary) GCE N/O-Level to Diploma 1-3 years $1,600 – $2,400
Senior Level General Administrative Roles (Corporate, Operational – Admin & Ancillary) GCE N/O-Level to Diploma 4 years and above $2,400 – $3,500
Executive (Corporate,

Admin & Ancillary Vacancies)

Degree 1-5 years $3,000 – $4,500
Senior Executive (Corporate,

Admin & Ancillary Vacancies)

Degree 5 years and above $4,000 – $5,000
Assistant Manager (Corporate,

Admin & Ancillary Vacancies)

Degree 5 years and above $5,000 – $5,500
Social Work Assistant GCE A-Level, NITEC/Higher NITEC/Diploma 1-2 years $1,700 – $2,500
Medical Social Worker Degree 1-2 years $3,300 – $4,200
Therapy Assistant NITEC/Higher NITEC/Diploma 1-2 years $2,000 – $2,400
Pharmacy Assistant/Technician Diploma 1-2 years $2,200 – $2,400
Pharmacists, Medical Lab Technologists Degree 1-2 years $3,300 – $4,200

 

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