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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

 

Click here to download this report.

Salary Trends & Market Intelligence: Technology Industry – Indonesia

Acceleration of Digital Transformation

The COVID-19 pandemic created major momentum to drive digital transformation in various industries, demanding businesses to embrace technology in order to survive.

In Indonesia, this period accelerated the rise of numerous e-commerce and financial technology platforms as companies seek to adapt to the change in consumer behavior that shifts towards online shopping and the use of cashless payment solutions. The increasing awareness of financial health and investment knowledge amongst Indonesia’s youth also expedites the growth of investment apps.

Hiring Advice

With the ongoing digital transformation in Indonesia, technology companies are having to compete with major players from other industries to attract top tech talents.

Expanding your candidate pool by focusing on a wider set of capabilities may help your company overcome the talent crunch. Technical skills may be less crucial for some roles and recruiters can focus on hiring candidates with the desired soft skills instead.

Accelerate the hiring process by streamlining and reducing the wait time between interview stages to prevent candidates from being snatched by other companies.

Providing a culture of coaching and development is another key aspect that candidates in tech tend to look for in a company. Make your company stand out amongst the competitors by ensuring this culture is highlighted in the early stages of interviews.

Millennials and Gen Zs make up a growing share of the tech workforce, and these generations value transparency and accountability from senior management. They appreciate leaders who are visible and willing to engage directly with employees.

In-Demand Skills in the Technology Sector

  • Cybersecurity
  • Data Analytics
  • Networking & Programming Languages (i.e. JavaScript, Go, Python)
  • Quality Assurance
  • App Development

According to World Economic Forum’s Future of Jobs Report, these are some of the emerging soft skills in the tech industry:

  • Analytical thinking and innovation
  • Complex problem-solving
  • Active learning and learning strategies
  • Creativity, originality and initiative
  • Resilience, stress tolerance and flexibility

2-5 months | Time needed to start building new skills in the tech sector (i.e. Product Development, Data and AI, Cloud Computing, etc.)

In-Demand Roles in the Technology Sector

  • Frontend / Backend Engineer
  • QA Engineer
  • Software Developer
  • Network / Cloud Architect
  • DevOps / Site Reliability Engineer
  • Cybersecurity Specialist
  • Data Analyst & Scientist
  • Apps 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
  • Company prospects and vision
  • Flexible work hours / WFH policy
  • Supportive tech-stack
  • Collaborative work culture
  • Positive career growth potential
  • Competitive salary and benefits
  • Availability of health insurance coverage
Reasons to leave
  • Company’s product / technology development is stagnant – less opportunities to innovate
  • Lack of room for career development
  • Salary and benefits are not competitive
  • Lack of new challenges
  • Lack of work life balance or rigid work arrangements

From Attraction to Retention

It’s more crucial than ever for technology companies to create differentiators that help them beat out competitors for top talents.

Consider these three factors when establishing your talent attraction plan.

  1. Competitive salary and benefits. With competition coming not only from within the industry but from major non-tech companies as well, it’s important to stay ahead of what competitors offer.
  2. Clear and strong employer branding. According to a LinkedIn research, 75% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.
  3. Remote employment opportunities or WFH options. Tech workers now have a broad choice when it comes to workplace flexibility, and they are more likely to prioritize companies who are offering the choice to work remotely.

Active talent retention strategies are a key part in keeping top tech talents at home and minimizing the risk of them being hijacked by competitors.

These are a few strategies you can implement to reduce your turnover rate.

  1. Create the right culture. A flexible, positive environment can enable employees to collaborate and share ideas. Encouraging them to brainstorm and innovate without fear can help to gain their trust and loyalty.
  1. Have a clear talent development program in place. A well-planned talent development program can help to close the skill gaps in your company. Use surveys and meetings to discuss the proficiencies you need and what your team wants. In addition, look at the field in general and find out what technologies may be coming soon.
  1. New challenging projects. Positive challenges can keep employees engaged and interested in their role. However, employers should ensure that training and support are accessible whenever employees need them.

Work with A Recruiter

The war for technology talent is getting fiercer, with companies racing to stay afloat.

Working with recruiters can help businesses expedite the hiring process by utilizing their vast talent pool, knowledge of the market, and access ‘passive talents’ who are often the best performers in the industry.

Salary Guide

Job Title Year of Industry Experience Salary
Backend Developer 2-4 years 10,000,000 – 35,000,000
Frontend Developer 2-4 years 10,000,000 – 35,000,000
Backend Engineer 4-5 years 12,000,000 – 15,000,000
Senior Backend Engineer 12 years 28,000,000
Frontend Engineer 4-5 years 12,000,000 – 15,000,000
Senior Frontend Engineer 12 years 32,000,000
QA Engineer 2-4 years 6,000,000 – 16,000,000
Senior QA Engineer 6 years 24,000,000
Data Analyst 4 years 10,500,000
Senior Data Analyst 8 years 26,000,000
Data Engineer > 3 years 10,000,000 – 30,000,000
Data Scientist 7 years 20,000,000
UI/UX Designer 2-5 years 7,000,000 – 16,000,000
Engineering Manager 3-5 years 37,000,000 – 70,000,000
Site Reliability Engineer 5 years 14,000,000
Senior DevOps Engineer 4 years 20,000,000
IT Infrastructure 10 years 27,000,000

Click here to download this report.

Salary Trends & Market Intelligence: Technology Industry – Indonesia

Acceleration of Digital Transformation

The COVID-19 pandemic created major momentum to drive digital transformation in various industries, demanding businesses to embrace technology in order to survive.

In Indonesia, this period accelerated the rise of numerous e-commerce and financial technology platforms as companies seek to adapt to the change in consumer behavior that shifts towards online shopping and the use of cashless payment solutions. The increasing awareness of financial health and investment knowledge amongst Indonesia’s youth also expedites the growth of investment apps.

Career Advice for Jobseekers

With the positive trajectory of Technology sector growth in Indonesia, candidates will have more opportunities to enter the industry.

However, as demand increases, having a related degree in the field will not automatically guarantee a place in your dream tech company. Job seekers will have to set themselves apart by continuously honing both their hard and soft skills. Consider the following steps to make your tech job search a successful one.

1. GET CERTIFIED

If you’re new to the industry, certifications can be a good way to learn the fundamentals and earn credential. Research new software, tools or trends that may be on the rise to decide on which certification to get.

Pro Tip: Recruiters will feel more confident to consider you if you have a strong knowledge base and are willing to learn new things.

As the cost of certifications can be quite substantial, it’s important to ensure that the programs you choose match your career goals so it will be a worthwhile investment. Consider exploring the Kartu Prakerjaprogram which provides subsidies for various tech courses by its partner training institutes.

2. BUILD YOUR EXPERIENCE

Relevant experience is high up on the list when hiring managers are looking for a top candidate.

Here are several ways you can gain experience as tech workers:

  • Completing an internship
  • Freelancing
  • Doing personal projects
  • Offering your service to volunteer organizations
  • Join courses
3. POLISH YOUR PORTFOLIO

Portfolios are a great way to showcase your abilities, especially if you are starting on your career. To attract hiring managers, your portfolio should include the following elements:

  • Brief statements about who you are and what you do
  • Examples of your work (i.e. website you built, software you developed, etc.)
  • Statement of originality stating that the samples provided are your work

It’s better to present your portfolio in an easy to navigate format so it will spotlight your work. Avoid using flashy colors or obscure titles so hiring managers can easily understand and navigate the page.

4. NETWORK

Having a strong network within the tech industry can be useful to secure your dream job. Someone in your network may introduce you to opportunities you might not have direct access to or even vouch for your work.

Start building your network by reaching out to former colleagues, friends, alumni from your school, or professionals on LinkedIn.

These connections may not always end up in a job offer but you’ll gain valuable insights and advice about the industry.

In-Demand Skills in the Technology Sector

  • Cybersecurity
  • Data Analytics
  • Networking & Programming Languages (i.e. Java Script, Go, Python)
  • Quality Assurance
  • App Development

According to World Economic Forum’s Future of Jobs Report, these are some of the emerging soft skills in the tech industry:

  • Analytical thinking and innovation
  • Complex problem-solving
  • Active learning and learning strategies
  • Creativity, originality and initiative
  • Resilience, stress tolerance and flexibility

2-5 months | Time needed to start building new skills in the tech sector (i.e. Product Development, Data and AI, Cloud Computing, etc.)

In-Demand Roles in the Technology Sector

  • Frontend / Backend Engineer
  • QA Engineer
  • Software Developer
  • Network / Cloud Architecht
  • DevOps / Site Reliability Engineer
  • Cybersecurity Specialist
  • Data Analyst & Scientist
  • Apps Developer

Work with A Recruiter

Job searches can be challenging and time-consuming. Working with a recruiter can help you in many ways, from finding you a suitable opportunity, to negotiate remuneration package.

A good recruiter will not only ease your job hunt but is able to provide insight and feedback throughout the interview process, helping you to showcase your qualifications and skills in the best manner.

Salary Guide

Job Title Year of Industry Experience Salary
Backend Developer 2-4 years 10,000,000 – 35,000,000
Frontend Developer 2-4 years 10,000,000 – 35,000,000
Backend Engineer 4-5 years 12,000,000 – 15,000,000
Senior Backend Engineer 12 years 28,000,000
Frontend Engineer 4-5 years 12,000,000 – 15,000,000
Senior Frontend Engineer 12 years 32,000,000
QA Engineer 2-4 years 6,000,000 – 16,000,000
Senior QA Engineer 6 years 24,000,000
Data Analyst 4 years 10,500,000
Senior Data Analyst 8 years 26,000,000
Data Engineer > 3 years 10,000,000 – 30,000,000
Data Scientist 7 years 20,000,000
UI/UX Designer 2-5 years 7,000,000 – 16,000,000
Engineering Manager 3-5 years 37,000,000 – 70,000,000
Site Reliability Engineer 5 years 14,000,000
Senior DevOps Engineer 4 years 20,000,000
IT Infrastructure 10 years 27,000,000

Click here to download this report.

Salary Trends & Market Intelligence: Consumer Goods Industry – Indonesia

Digital Acceleration in Consumer Goods Sector

In 2020, the COVID-19 pandemic caused a major influence in consumer behavior. The pandemic pushed all sectors to accelerate their digital transformation, a trend that will continue in 2022. Consumer’s shopping mindset is changing as people are more cautious about how much they spend and more people prefer to do their shopping online now compared to before the pandemic.

The rising e-commerce adoption is supported by Indonesian citizens’ demographic conditions as one of the world’s most active social media users and are mainly tech-savvy middle-class workers.

Career Advice for Jobseekers

As consumer goods sector is predicted to begin recovering in 2022, candidates will have more opportunities to enter the industry. However, job seekers will need to pay attention to these several factors to stay ahead of the game.

ADAPTABILITY IS KEY

One of the biggest lessons that the world has learned in recent years is that things may change in a matter of days and adapting can be a key to survival.

In 2022, some consumer goods companies may offer more openings for temporary or contract work as they are adjusting their fluctuating budget and stores reopening.

This means candidates may need to modify expectations and be more open in exploring a vacancy.  While the next opportunity may not be a permanent job offer, there are still upsides such as gaining experience or making sure that you have steady work in the meantime.

BE AWARE OF COMPANY’S STANCE ON COVID-19 PRECAUTIONS

Many employers are putting their vaccination or testing requirements upfront in their job postings. In addition, some companies are starting to implement a hybrid working schedule where employees may come to the office few times in a week.

If these policies are important for you but are not readily available, you may ask the company as early as possible in the application process.

HONE IN ON YOUR SKILLS

The digital transformation that is taking place in this sector opens up more vacancies to help companies grow their e-commerce platforms.

Consider upgrading your skills with digital marketing, web development, or data analysis courses or certifications.

On top of these technical skills, soft skills such as leadership, problem-solving, and effective time management are attributes that many employers look for, no matter what the industry is.

Work with a Recruiter

If you are struggling to find a job that fits your personal and professional goals, working with a recruiter may be a solution for you. Experienced recruiters can help prepare you for the job placement process, from improving your resume, coaching on interview techniques, to negotiate the terms and salary on your behalf to ensure that you have job satisfaction.

You may also have opportunities to discover roles that aren’t advertised elsewhere as recruiters have access to jobs that are confidentially advertised or not yet posted on the internet. This means you can stay ahead of the competition and have a better chance of receiving the job offer you want.

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Salary Trends & Market Intelligence: Banking & Finance Industry – Malaysia

LOOKING TO THE FUTURE

As we enter a new decade, we observe the ease with which it is to now carry out monetary transactions and seek ways to grow our wealth. Compared to the past where one has to physically make a trip down to the bank, technological advancements have now made it so that you can do everything from the comfort of your own home.

This shift in the Banking and Finance industry was a result of technology, innovation, and the desire to ease the processes of banking, making it accessible for all. While technology has already progressed by leaps and bounds in the past century, COVID-19 has forced the wheels of change to turn faster, integrating technology into every facet of our work and lives.

Just as technology has been instrumental to the changes of the Banking and Finance industry, we will see more hybrid roles as new facets of the industry are brought out, emphasised and improved through innovation. The importance of the transformation and implementation of digital tools, not only within Banking and Finance institutions but also for the products sold and the methods through which said products are sold, cannot be understated. If we don’t understand how digitisation has changed the Banking and Finance landscape, we will find ourselves struggling to keep up with those who do.

EMBRACING CHANGE

The transformation and implementation of digital tools and automation is the biggest change that the Banking and Finance industry has experienced and will continue to experience. This will lead to a need for creativity to push boundaries in order to stay competitive in the sector. Companies also are willing to put in extensive meeting hours and manpower to train and align employee expectations with the company goal.

More Banking and Finance institutes are also seeing an increase need to hire temporary and contract staff for groundwork and project enquiries. As such, temporary work and contracting is on the rise for better optimisation and allocation of resources.

The technological push, combined with COVID-19, has had ripple effects in the way that hiring is carried out. An increase in collaborations, and mergers and acquisitions between Banking and Finance institutions and other companies results in more complexity of roles and structure, but also opens doors to greater exploration. Hybrid roles, in which every function of a company has grown to encompass technology, see a rise in popularity and will only continue to be more prevalent in the Banking and Finance industry as traditional ways of work are expanded and improved upon.

Now with an abundance of digital platforms at one’s fingertips, Banking and Finance institutes can source for, interview, and hire globally. Similarly, job seekers can now look overseas for opportunities that may not have been so available a decade or two ago. To attract and retain proper talent, companies have to be creative in the way they hire people. Many Banking and Finance institutions manage to do this by organising Management Trainee Programs, attracting promising fresh graduates with the prospect of being able to learn from different mentors and departments. 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.

Furthermore, 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, 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
  • Dynamic company culture
  • Possibility of career advancement
  • Competitive remuneration and benefits package, with a base salary and bonus that suits their needs
  • Opportunity to learn new, transferrable skillsets
  • Remote work arrangements
  • Constant technological advancements made by company
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 – ACCOUNTING AND COMMERCE
Job Title Seniority Level Salary/ year
Shared Service Centre Team Lead 90,000 – 120,000
Assistant Manager 105,000 – 168,000
Manager 180,000 – 300,000
Head of Department 240,000 – 550,000
Support Role AR 30,000 – 54,000
AP 30,000 – 54,000
Credit Control 36,000 – 60,000
Commerce Accounting Senior Associate 60,000 – 120,000
A

ssistant Finance Manager

66,000 – 90,000
Finance Manager 96,000 – 168,000
Senior Finance Manager 144,000 – 210,000

 

 

AUDIT AND RISK COMPLIANCE
Job Title Seniority Level Salary/ year
Advisory Practice Consultant 36,000 – 48,000
Senior Consultant/ Assistant Manager 60,000 – 90,000
Manager 96,000 – 120,000
Senior Manager 120,000 – 180,000
Banking Risk Operations Analyst 48,000 – 72,000
Senior Associate 72,000 – 90,000
Assistant Vice President 108,000 – 180,000
Vice President 192,000 – 240,000

 

Job Title Seniority Level Salary/ year
Insurance Executive/ Senior Executive 48,000 – 72,000
Assistant Manager 78,000 – 96,000
Manager 96,000 – 144,000
Senior Manager 144,000 – 204,000
Corporate Finance, Mergers & Acquisitions Analyst 48,000 – 84,000
Senior Associate 84,000 – 120,000
Vice President 120,000 – 192,000
Director 192,000 – 384,000

 

FINANCIAL INSTITUTION
Job Title Seniority Level Salary/ year
Asset Management Junior Trader 48,000 – 108,000
Trader 120,000+
Sales 60,000 – 180,000
Head of Sales 180,000 – 360,000
Support Role Research Analyst 60,000 – 96,000
Senior Research Analyst 84,000 – 300,000
Assistant Fund Manager 300,000 – 540,000
Fund Manager 120,000 – 420,000
Private Equity Analyst 60,000 – 108,000
Associate 96,000 – 144,000
Vice President 120,000 – 192,000
Director 102,000 – 384,000
Job Title Seniority Level Salary/ year
Global Markets Junior Trader 90,000 – 150,000
Trader 150,000 – 276,000
Senior Trader 300,000 – 420,000
Desk Head 360,000 +
Commercial Banking Assistant Relationship Manager 60,000 – 96,000
Relationship Manager 90,000 – 156,000
Senior Relationship Manager 156,000 – 240,000
Team Head 240,000 – 480,000
SME Banking Assistant Relationship Manager 39,000 – 60,000
Relationship Manager 90,000 – 156,000
Senior Relationship Manager 156,000 – 240,000
Team Head 240,000 – 480,000
Job Title Seniority Level Salary/ year
Wealth Planning Wealth Manager 36,000 – 60,000
Senior Wealth Manager 60,000 – 144,000
Premier Banking Relationship Manager 54,000 – 150,000
Private Banking Client Services Officer 70,000 – 90,000
Private Banking Relationship Manager 84,000 – 144,000
Senior Private Banking Relationship Manager 144,000 – 216,000
Sales Manager 156,000 – 240,000
Load Administrator Officer 48,000 – 60,000
Associate 60,000 – 84,000
Assistant Vice President 84,000 – 144,000
Vice President 144,000 – 200,000
Branch Management Sub Branch Manager 84,000 – 108,000
Branch Manager 120,000 – 180,000
Regional/ District Manager 180,000 – 264,000
Job Title Seniority Level Salary/ year
Relationship Management Assistant Relationship Manager 48,000 – 72,000
Relationship Manager 66,000 – 96,000
Senior Relationship Manager 96,000 – 120,000
Sales Manager 120,000+
Mortgage Specialist 45,000 – 72,000
Senior Specialist 72,000 – 96,000
Team Head 96,000 – 120,000
Region Head 120,000 – 180,000
Banca and Investment Specialist 54,000 – 66,000
Senior Specialist 66,000 – 96,000
Team Head 96,000 – 144,000
Region Head 144,000 – 243,000

 

INSURANCE
Job Title Seniority Level Salary/ year
Banca Assurance Officer 36,000 – 54,000
Assistant Manager 60,000 – 84,000
Manager 90,000 – 144,000
Senior Manager 156,000 – 216,000
Underwriting Life Officer 36,000 – 48,000
Assistant Manager 60,000 – 80,000
Manager 84,000 – 180,000
Senior Manager 180,000 – 228,000
Underwriting General Officer 36,000 – 48,000
Assistant Manager 72,000 – 96,000
Manager 96,000 – 156,000
Senior Manager 144,000 – 240,000
Job Title Seniority Level Salary/ year
Claim Life Officer 33,000 – 48,000
Assistant Manager 54,000 – 78,000
Manager 70,000 – 132,000
Senior Manager 132,000 – 192,000
Claim General Officer 33,000 – 48,000
Assistant Manager 54,000 – 84,000
Manager 84,000 – 120,000
Senior Manager 120,000 – 180,000
Actuarial Analyst 60,000 – 90,000
Manager 84,000 – 168,000
Senior Manager 180,000 – 360,000
Department Head 300,000 – 480,000
Fresh Grads Technical field 36,000 – 48,000
Non-technical field 31,000 – 36,000

 

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Salary Trends & Market Intelligence: Banking & Finance Industry – Malaysia

THE FUTURE IS HERE

The ability to step out of the house to run your daily errands with nothing more than just your phone speaks volumes about how technology has permeated every aspect of our lives.

With just a few taps on your phone screen, a cab arrives at your door step, payments are transferred, arrangements are made and plenty more are happening, moving and shifting – all invisible to our eyes.

The future that we were all privy to via movies from as early as a decade is the life we are living now.

And it’s all thanks to the technology and innovation we now have at  our fingertips.

The comfort level that everyone from a 3-year-old toddler to the 80-year-old grandparent has with technology today stems from the speed at which digitalisation happen in just the past 10 years and more specifically, the past year and a half.

And if we were to focus the crosshairs on just the Banking and Finance industry alone, we see how technology and innovation has pretty much changed the entire sector.

What we were familiar with and thought we knew just a year ago was merely a chrysalis that has since evolved into a totally different form.

And this is particularly true of the talent landscape within the Banking and Finance industry.

This begs the question, what do we do to evolve and pivot to keep up with the changes that the market need.

For starters, it is important to identify what are the current baselines of the industry.

Just as technology has been instrumental to the changes of the Banking and Finance industry, we are seeing more hybrid roles as new facets of the industry are brought out, emphasised and improved through innovation. The importance of the transformation and implementation of digital tools, not only within Banking and Finance institutions but also for the products sold and how they are sold, cannot be understated.

If we don’t understand how digitisation has changed the Banking and Finance landscape, we will find ourselves struggling to keep up with those who do.

TODAY’S HIRING LANDSCAPE

Most companies find that they are short on candidates who can fill their roles immediately. This is most prevalent in roles that require technical skills, and is primarily related to the digitalisation of the market. Companies are looking for candidates who already possess strong hard skills that can be ‘plugged and played’ into the role, as this reduces the time and commitment they need to bring new employees up to speed on their tasks.

It is interesting to note that despite companies maintaining that raising salaries will be tough, and job seekers in the current market understanding the reasons for it, most Banking and Finance institutions are still willing to offer higher bonuses to talents that are equipped with the right skillsets, in order to incentivise them to join or remain in the company. Therefore, it is important to showcase these technical skills, and put effort into obtaining any relevant certifications that will help you become a highly valued  candidate.

In the case for job seekers who do not have all the technical qualifications, it is still possible to make an appeal by exhibiting their soft skills, such as digital savviness, emotional intelligence, flexibility and adaptability, and self-discipline.

More Banking and Finance institutions are also seeing an increased need to hire temporary and contract staff for groundwork and project enquiries. As such, temporary work and contracting is on the rise for better optimisation and allocation of resources.

The technological push, combined with COVID-19, has had ripple effects in the way that hiring is carried out. An increase in collaborations, along with mergers and acquisitions between Banking and Finance institutions and other companies results in more complexed roles and structure. Actuarial professionals, as well as cybersecurity and anti-money laundering consulting roles will increase as the Fintech industry grows in Malaysia.

Big data and AI is also another sector set to rise in prominence, as Banking and Finance institutions rely on information for customer retention and consumer purchasing habits. With the spending power of many Malaysians taking a nosedive over the course of last year, the number of salespeople in the Banking and Finance sector decreased. Now, with the economy picking up again, the need for relationship managers and business development managers will increase as people and companies are once again open to making purchases.

Hybrid roles, in which every function of a company has grown to encompass technology, see a rise in popularity and will only continue to be more prevalent in the Banking and Finance industry as traditional ways of work are expanded and improved upon.

The hiring process has evolved to incorporate many creative methods of understanding a candidate’s thought processes and teamwork abilities more thoroughly, such group, scenario-based, or ‘activity day’ interviews.

As a job seeker, it is important to learn about such interview format and be comfortable with them so that you use it as your opportunity to truly shine.

IN-DEMAND ROLES
  • CREDIT ASSESSMENT EXECUTIVE
  • COMPLIANCE & RISK MANAGER
  • SALES-RELATED ROLES – relationship manager, banker, business development manager
  • IT DEVELOPER
  • DATA SCIENTIST
  • EMERGING ROLES
  • COVID SOP – COMPLIANCE TEAM
  • EMPLOYEE MENTAL – WELLNESS TEAM
  • CYBERSECURITY
  • TEMPERATURE SCREENER
  • COVID RESPONSE TEAM
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 – ACCOUNTING AND COMMERCE
Job Title Seniority Level Salary/ year
Shared Service Centre Team Lead 90,000 – 120,000
Assistant Manager 105,000 – 168,000
Manager 180,000 – 300,000
Head of Department 240,000 – 550,000
Support Role AR 30,000 – 54,000
AP 30,000 – 54,000
Credit Control 36,000 – 60,000
Commerce Accounting Senior Associate 60,000 – 120,000
Assistant Finance Manager 66,000 – 90,000
Finance Manager 96,000 – 168,000
Senior Finance Manager 144,000 – 210,000

 

SALARY GUIDE – AUDIT AND RISK COMPLIANCE
Job Title Seniority Level Salary/ year
Advisory Practice Consultant 36,000 – 48,000
Senior Consultant/ Assistant Manager 60,000 – 90,000
Manager 96,000 – 120,000
Senior Manager 120,000 – 180,000
Banking Risk Operations Analyst 48,000 – 72,000
Senior Associate 72,000 – 90,000
Assistant Vice President 108,000 – 180,000
Vice President 192,000 – 240,000
Job Title Seniority Level Salary/ year
Insurance Executive/ Senior Executive 48,000 – 72,000
Assistant Manager 78,000 – 96,000
Manager 96,000 – 144,000
Senior Manager 144,000 – 204,000
Corporate Finance, Mergers & Acquisitions Analyst 48,000 – 84,000
Senior Associate 84,000 – 120,000
Vice President 120,000 – 192,000
Director 192,000 – 384,000

 

SALARY GUIDE – FINANCIAL INSTITUTION
Job Title Seniority Level Salary/ year
Asset Management Junior Trader 48,000 – 108,000
Trader 120,000+
Sales 60,000 – 180,000
Head of Sales 180,000 – 360,000
Support Role Research Analyst 60,000 – 96,000
Senior Research Analyst 84,000 – 300,000
Assistant Fund Manager 300,000 – 540,000
Fund Manager 120,000 – 420,000
Private Equity Analyst 60,000 – 108,000
Associate 96,000 – 144,000
Vice President 120,000 – 192,000
Director 102,000 – 384,000
Job Title Seniority Level Salary/ year
Global Markets Junior Trader 90,000 – 150,000
Trader 150,000 – 276,000
Senior Trader 300,000 – 420,000
Desk Head 360,000 +
Commercial Banking Assistant Relationship Manager 60,000 – 96,000
Relationship Manager 90,000 – 156,000
Senior Relationship Manager 156,000 – 240,000
Team Head 240,000 – 480,000
SME Banking Assistant Relationship Manager 39,000 – 60,000
Relationship Manager 90,000 – 156,000
Senior Relationship Manager 156,000 – 240,000
Team Head 240,000 – 480,000
Job Title Seniority Level Salary/ year
Wealth Planning Wealth Manager 36,000 – 60,000
Senior Wealth Manager 60,000 – 144,000
Premier Banking Relationship Manager 54,000 – 150,000
Private Banking Client Services Officer 70,000 – 90,000
Private Banking Relationship Manager 84,000 – 144,000
Senior Private Banking Relationship Manager 144,000 – 216,000
Sales Manager 156,000 – 240,000
Load Administrator Officer 48,000 – 60,000
Associate 60,000 – 84,000
Assistant Vice President 84,000 – 144,000
Vice President 144,000 – 200,000
Branch Management Sub Branch Manager 84,000 – 108,000
Branch Manager 120,000 – 180,000
Regional/ District Manager 180,000 – 264,000

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Salary Trend & Market Intelligence: Banking & Finance Industry – Singapore

LOOKING TO THE FUTURE

2021 has brought a whirlwind of changes as the world comes to terms with the COVID pandemic’s transition into an endemic. While hiring might have plateaued last year, the banking and finance sector in Singapore is seeing an increase in hiring activity, with the creation and refinement of different roles in order to meet developing technology needs

With Singapore’s push to become a globally recognized hub for the FinTech industry, an increasing number of talents from the traditional banking sector are being approached to taken on roles in this up-and-coming space, in corporate functions such as HR, IT, Finance, Customer Service, BD Sales, After Business Support, and Operations. Digital banks have been spearheading the hiring in areas like product sales, data, risk, finance and compliance.

CAREER ADVICE FOR JOBSEEKERS

Contractual positions have seen a rise in popularity, due to the flexibility they award employers. While beneficial for the company, job seekers usually view contract roles in a less favourable light than they do full-time positions due to the perception that contract roles seldom have room for growth. However, it is important not to dismiss a role just because it is not a full-time one. Instead, ask about the company’s intention when hiring contract staff, as well as the plans that they have for the role. Keep an open mind to growth possibilities.

Apart from career progression, job fit and the company’s stance on adapting to the “New Normal” are key factors that should be considered before accepting a job. Understanding whether the company’s rhythms of work are digitalized, or whether they are comfortable with flexible work hours, is good indication of their desire to be at the forefront of HR practices.

IN-DEMAND ROLES & SKILLS

Transferrable skillsets that can be utilized within the FinTech, Banking, and Insurance spaces are greatly prized. It is imperative to possess both technical product knowledge and project management skills, in order to stand out as a

viable candidate for transformation projects that aim to digitalise banks and other financial institutions. Consider upgrading your portfolio with insurance certifications. Outstanding cross-functional talents will receive love calls from the FinTech sector, as many talents are being brought over from traditional banking.

Consider upgrading your portfolio with insurance certifications.

Outstanding cross-functional talents will receive love calls from the FinTech sector, as many talents are being brought over from traditional banking.

Digital banks and FinTech will take the lead in creating new roles related in Anti Money Laundering and Risk & Compliance, and banks regularly carry out mass hiring sessions for Wealth Planning roles. With Singapore assuming the position of the region’s wealth hub due to tightening regulations in Hong Kong SAR, relationship management positions in retail banks and wealth management firms have seen a surge in hiring. Similarly, customer service roles in the banking industry experience an increase in hiring due to stricter regulations regarding hiring of foreign talent.

Due to changes in working styles, employees prefer staff who are more digitally savvy and experienced in using Zoom or other online platforms that in line with the working from home trend.

IN-DEMAND SKILLS
  • PROGRAMMING & CODING
  • UAT TESTING
  • DATA ANALYSIS & ANALYTICS
  • DIGITAL AWARENESS
  • PROJECT MANAGEMENT SKILLS
IN-DEMAND ROLES
  • COMPLIANCE – Especially within the private banking and fund management sectors
  • BUSINESS ANALYST
  • PROJECT MANAGERS
  • RELATIONSHIP MANAGERS – In retail banks & wealth management firms. Singapore has assumed the position of the region’s wealth hub due to tightening regulations in Hong Kong’s SAR
  • INSURANCE UNDERWRITERS
  • BANKING CUSTOMER SVC – Due to closures in neighboring countries, resulting in hiring surge in Singapore
  • WEB DEVELOPERS
  • IT SECURITY
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 Years of Industry Experience Salary/ month
Customer Service 0 – 3 years $3,000 to $3,500
Data Analyst 0 – 1 year $3,000 to $3,800
Admin Assistant 1 year $1,800 to $2,500
Operations Executive 3 years $3,500 to $4,500
Finance Officer 1 year $2,200 to  $2,800
Personal Financial Consultant 2 Years of sales experience $2,000 to $3,000+ commission (can be as high as 5 figures per quarter)
Mortgage Specialist 1-year experience $4,000 to $5,000
Service Manager 1-year experience $3,000 to $3,400
Premier Mortgage Specialist 3 years or more $5,000 to $6,000
Mortgage Advisory Manager 6-7 years’ experience $6,000 to $7,000
Mortgage Specialist Head 7 years and above $7,000 to $8,000
Treasury Operation 3-5 years’ experience $5,000 to $7,500
Job Title Years of Industry Experience Salary/ month
Customer Service Executive 1 – 2 years’ experience $2,800 to $3,800 (inclusive of allowance)
Trade Finance Executive 1 to 3 years $3,500 to $4,000
Health Claims Associate 1 year $3,500 to $4,000
Health Claims Assistant Manager 3 years $4,000 to $4,500
Health Claims Manager 5 years $5,000 to $6,000
Rewards Manager 5 to 7 years $5,500 to $7,000
Insurance Underwriters 3 to 5 years $5,000 to $7,000
Business Support Officer 1 to 3 years $2,500 to $3,300
Underwriting Assistant 1 to 2 years $2,800 to $3,500
Customer Relationship Executive 3 years $3,000 to $3,200
Customer Service Officer (Temp) Up to 1 year $10 to $12 /hour
Admin Assistant Up to 1 year $1,600 to $1,900
Admin Assistant Up to 1 year $8 to $10 /hour
Job Title Years of Industry Experience Salary/ month
Collection Officer Up to 1 year $1,800 to $2,000
Admin Assistant Up to 1 year $1,600 to $1,900
Customer Service Officer Up to 1 year $2,500 to $3,000
Admin Assistant Up to 1 year $8 to $10 /hour
Bank Branch Officer Up to 1 year $1,800 to $2,300
IT Project Management 2 to 3 years $3,500 to $4,000
Finance – AP 2 to 3 years $3,000 to $4,000
Human Resource, Generalist 1 to 3 years $3,200 to $4,500
Business Analyst 1 to 2 years $3,500 to $4,500
Relationship/ Wealth Planning Manager Up to 3 years $3,000 to $4,000

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Salary Trends & Market Intelligence: Consumer Goods Industry – Indonesia

Digital Acceleration in the Consumer Goods Sector

In 2020, the COVID-19 pandemic caused a major influence in consumer behavior. The pandemic pushed all sectors to accelerate their digital transformation, a trend that will continue in 2022. Consumer’s shopping mindset is changing as people are more cautious about how much they spend and more people prefer to do their shopping online now compared to before the pandemic.

The rising e-commerce adoption is supported by Indonesian citizens’ demographic conditions as one of the world’s most active social media users and are mainly tech-savvy middle-class workers.

Hiring Advice

With the prediction that the consumer goods sector will begin to recover in 2022, recruiters are going to face increased competition as companies are trying to hire at the same time.

Streamlined applicant experience that offers easy application process can be a determining factor in attracting a top talent.

Consider investing in technology designed to meet the needs of hiring managers and identify inefficiencies in your hiring process.

With the loosening of ‘work from home’ regulations from the government, most companies opt to implement a hybrid working schedule where employees may come to the office few times in a week.

Accommodating remote employees and those in the office can be a tricky balance. Few strategies can be put in place to make a smooth hybrid working experience, such as:

  • Setting clear goals and expectation
  • Evenly distribute information flow
  • Providing ongoing technical training

consumer

Retention & Attraction

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

Reasons to Stay

  • Attractive compensation package with competitive base salary, benefits, and bonus
  • Exposure to the company’s operation in other cities/countries
  • Well-known brand image/presence in the region
  • Recognition and appreciation of their works
  • Genuine care of the company
  • Availability of mentors who offer advice and assistance

Reasons to Leave

  • Lack of career development opportunity
  • Better remuneration package offered by others
  • Lack of work-life balance
  • Feeling conflicted with workplace policies
  • Require more independence
  • Want a different work environment
  • Seek a better management relationship

From Attraction to Retention

Your talent attraction plan is crucial to bringing people into the business who are a great fit and likely to commit for the long term. Losing top performers can have a great effect on productivity and more resources may have to be dedicated to recruit new people.

Implementing a robust talent attraction plan can give your company an edge to attract the best candidates and positively impact their decision to commit to your business for many years.

In establishing an effective talent attraction plan, consider the following:

  • COMPETITIVE SALARY AND BENEFITS. Survey existing employees to see how they feel about their pay and benefits and whenever possible, stay ahead of what competitors offer.
  • STRONG COMPANY IDENTITY. Take time to identify and communicate your company values so that you can attract candidates who are a great fit.
  • PROFESSIONAL DEVELOPMENT. Be clear about the career development path in your company and available courses or training programs offered to acquire new skills.

Employee retention needs to be top of mind for any company as the cost of losing top talent can be immense.

Here are a few strategies to remedy retention problems in the consumer goods sector:

  • FOCUS ON EMPLOYEE WELLNESS. The pandemic has put mental health into sharp focus and more people are willing to leave their jobs if they feel that it has affected their mental well-being. Companies can prevent this by establishing a strong employee-focused wellness program.
  • PROVIDE AVENUES FOR DEVELOPMENT. Explore providing coaching programs, continuing education, or certification programs to give your employees a chance to learn new skills. You can also do rotation from one department to others so employees can teach one another new skills.
  • OFFER ENTICING INCENTIVES. A global survey found that 85% of workers feel more motivated when an incentive is offered. Monetary incentives like referral programs and profit-sharing are always attractive but other incentives like wellness rewards, monthly fun events, and extra paid time off are also excellent options.

Work with a Recruiter

In the competitive consumer goods sector, recruitment can be a long and drawn-out process for the hiring manager.

That’s why many companies have turned to using recruiters to not only look for top candidates, but ensure that they are the right fit to be with the company for the long haul. With years of industry experience, recruiters’ extensive network of resources and disciplined search process can help you to find the right high-caliber talents who will be a positive impact to your business growth and success.

With the projected recovery of the consumer goods sector, candidates have more opportunities to choose jobs that can help accommodate their personal and professional goals. Stand out from the crowd by ensuring you have the most effective talent attraction strategy in place to build a team of highly skilled professionals who can work together to achieve organizational goals.

consumer

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