THE

HIRING
REPORT
the state of hiring
in singapore 2015

THE TOP 9
What Singapore
professionals really want
in a new role in 2015
how to connect
The best way to connect
with talent today
A CHANGING WORLD
How smart businesses
are changing the way they
hire and winning

T he hi r in g r e p o r t 2 015

whos in the
market?
Hiring in Singapore has never been more challenging, nor more
interesting. The diversification of media, the rise of digital and the
evolution of networks mean the quest for talent is now a complex
web that is becoming increasingly difficult to navigate. Is more digital
the inevitable path? Or is a more strategic solution required? Surveying
519 Singapore professionals and hiring managers, Hudson set out to
find out starting by mapping the overall talent market.
IN 2015, THE singapore
WORKFORCE IS OPEN TO cHANGE.
Nine in 10 or 92 per cent of the
workforce are open to being approached
by recruiters, eight in 10 (81 per cent)
have an up-to-date CV and over six in
10 (63 per cent) have an up-to-date
LinkedIn profile, according
to our research.
From one perspective this signals a
natural propensity to be curious: what

other opportunities are out there and how

are others being remunerated, rewarded
and motivated?
Its human nature for individuals to be
curious about new opportunities and to
wonder whether there could be something
better for them.
Yet what starts as curiosity could lead
to a more serious issue for employers:
retention. If nine in 10 Singapore
professionals are open to hearing about

9 in 10 open to talking

92% of Singapore professionals are open to being approached

by a recruiter or employer about job opportunities.

new job opportunities, how confident are

employers of their peoples loyalty?
Organisations and team managers who
want to avoid staff turnover and retain top
talent in 2015 need to ensure they offer
a strong employee value proposition.
The quest for talent is far from over and
organisations that dont make their people
feel important, that dont help them stay
engaged, grow their skills and unlock their
potential, will lose them.

8 i n 10 have b e e n
approach e d
More than 8 in 10 (83%)
Singapore professionals
have been approached in
the last six months.

m e n mor e OPEN
TO APPROACHES
Of those open to being
approached about new roles
62% are men, 38% women.

whos mr popular?

The people who get head-hunted the most:

62%

59%

are male

aged 3650

51%

work for an organisation

of 1,000+ staff

80%

are comfortable with

their online presence

whos ready to
consider new
opportunities?

most up-to-date
age group on
linkedin: 2035

81% of Singapore professionals

have an up-to-date CV
63% have an up-to-date
LinkedIn profile

The percentages of age groups with

an up-to-date LinkedIn profile
2035: 68%, 3650: 64%
Over 50: 52%

HIRING MANAGERS REALISE THEY

NEED TO TAP INTO THIS largE
but passive talent pool to get the
right hires. Nine in 10 (93 per cent)
Singapore hiring managers feel they
need to look beyond active job seekers
to find the right candidate. They know
that the best talent may not be in the
group applying for jobs. They know
they are instead out there, somewhere.

Whats more, many people may be

open to moving but roles are becoming
increasingly specialised (a company
will seek not just an accountant, but
a business partner with stakeholder
management skills). So while the pool
of talent is large, how do you go about
finding that one person?
For a hiring manager, this is todays
ultimate hiring question: the perfect talent

fit is out there and likely interested,

but how to go about not only finding
them but actually bringing them into
the organisation?
The answer lies in the rationale
that in order to win a person over,
you must first know what they want.
Before you seek talent, you must first
know who that talent is and then how
to attract them.

T he hiring report 2 015

what job
seekers want
In 2015, any successful hiring process should begin with
mapping the ideal candidate an employer wants: their roles
and responsibilities and therefore skills and experience, aptitude
and traits. From here, the focus must switch to what that ideal
candidate wants.
ENSURING SALARY BANDS ARE
CORRECT AND COMPETITIVE
SHOULD BE AN ABSOLUTE
PRIORITY for Singapore employers in
2015. Our survey results show that a
higher salary is top of the wish list for
what Singapore professionals want in a
new role this year. At 75 per cent, it is

Some context for this may be found in the

fact that in 2014, the Economist Intelligence
Unit (EIU) named Singapore the worlds
most expensive city to live in, replacing
Tokyo in the top spot. Another study by
Taiwans China Times, found that workers
in East Asian countries seem to work longer
hours than Western countries, with

significantly ahead of all other factors.

Whats more, the second top priority for
Singapore professionals when looking for
a new role is better benefits. With pay
and benefits the two most important
considerations for Singapore professionals,
it is clear that compensation and reward are
top of mind for Singaporeans in 2015.

The top 9 things Singapore

professionals look for in
a new role
1

higher salary

better benefits

67%

career progression

67%

Work life balance (incl. flexible arrangements)

cultural fit with organisation and/or team

A company whose values are

closer to mine

strong manager

better
brand

better
job title

Age: 2035
Higher salary: 88%
Career progression: 85%
Better benefits: 70%
Age: 3650
Higher salary: 74%
Career progression: 66%
Better benefits: 65%

64%
59%

Age: Over 50
Better benefits: 72%
Cultural fit: 64%
Higher salary: 57%

37%
36%

26%
20%

Higher salary tops wish list for senior executives.

The top 3 priorities of senior executives when seeking
a new role, according to our data:

69 62 57
%

Higher salary

who wants
what?

75%

This data does not add up to 100% as respondents were asked to give more than one response.

Better benefits

Work life balance

Singaporeans working the longest

hours in the world. With the cost of
living and long hours putting pressure
on Singapore professionals,
remuneration is an absolute priority
so hiring managers should ensure
they regularly review salary and
benefits packages to be in line with
competitor offerings in the market.
Once finances are out of the way,
however, there is much more that
Singapore professionals want in
a new role. Tying with better benefits
this year is career progression, as
individuals seek to develop their
careers and learn new skills in times
of rapid technological change.
Employers would be well advised
to be able to demonstrate clear
career paths and opportunities
for training and development.
The importance of work life
balance continues, as shown by

its place in fourth position. Work

life balance is now a serious
discussion point for what Singapore
professionals want, and organisations
should define what work life balance
they can offer and be open to refining
it for individual candidates.
Finally, the rise in importance
of cultural fit we see as significant.
That this once relatively unfamiliar
concept is now seen by many
Singapore professionals as a
top five priority is noteworthy.
Cultural fit means different things
to different people but at its heart,
its about belonging. For hiring
managers, its never been more
important therefore to not only
understand what individual
candidates want and value but to
define and hone an organisations
own cultural offering and its own
employer brand.

PRIORITIES SHIFT
WITH AGE
For Singapore professionals up to the age
of 50, the focus remains firmly on their career
especially on remuneration and progression.
But after the age of 50 something interesting
happens: salary drops off as the primary driver
and benefits become more important, while
cultural fit climbs to second place on the
priority list.

does brand matter?

Rise of the
employer brand

96
4

of Singapore professionals say a companys brand

is important to them in deciding whether
or not to apply for a role.
say a companys brand
doesnt matter when
deciding whether or
not to apply for a role.

Employer branding has emerged as

a critical factor in attracting not only clients and
customers, but quality talent. Companies risk
losing candidates if they are not able to position
their brand and clearly articulate the benefits they
offer to potential employees.

Singapore professionals
have spoken. What they
want in 2015 is a
competitive salary,
a generous benefits
package and the
opportunity for career
growth. Employers who
offer that will be well
placed to win talent.
Mark Steyn, Chief Executive Officer, Asia Pacific
5

T he hi r in g r e p o r t 2 015

how to connect
with talent
Digital technology may have forever altered the market but the new
best practice in hiring is far from a digital-only approach. Instead,
our data reveals that Singapore hiring managers are relying on a
more complex, multi-pronged and people-focused approach to
finding and connecting with talent.
SINGAPORE HIRING MANAGERS
HAVE declared that
RECRUITMENT AGENCIES and
personal networks are their most
effective sourcing strategy for talent
in 2015, according to our survey.
Asked to name their most effective
sourcing strategy, Singapore hiring
managers chose recruitment agencies and
their own personal networks, both at 32
per cent. In number two position were

head hunters and internal referral

schemes, both at 31 per cent. Online jobs
boards came in third, at 17 per cent.
What is significant here is the variety
in these top responses: while technology
solutions like online job boards are
important, what is seen as more important
are people networks and connections with
those people, like recruiters and head
hunters, who have access to hard-to-find
talent. What is also significant is that

Singapore HIRING
MANAGERS TELL:
recruiters are no 1

LinkedIn
14%

WHAT THIS SUGGESTS IS HIRING

MANAGERS CANNOT AFFORD TO
take a simplistic approach to hiring.
Instead they must take a tailored approach
that navigates the multitude of channels
now available. According to additional

Other social
media
2%

Singapore hiring managers

on their most effective
sourcing strategies
Print media,
e.g.
newspapers
5%

hiring managers are using a variety of

techniques and channels to source top
candidates, and an increasingly complex
and strategic sourcing plan.

Is social
the
solution?
not on its own:
Only 2% of hiring managers
say other social media is very
effective when sourcing talent.

Own
companys
database
13%
My
personal
network
32%
Recruitment
specialists
32%

SO WHAT IS THE
RIGHT MIX?

Advertising/Print media Online

advertising LinkedIn

job board Microsites

Social media YouTube

Associations/Groups LinkedIn
recruiter Networking
Open web sourcing Referrals
Conferences & events

Internal
referral
schemes
31%

Headhunting
31%
Online
job boards
17%

SEO Blogs

foundation may be a mix of

contacts nurtured over years,
networks developed and
expanded, new groups found
and daily social media and
personal contacts harvested.

research from Hudson, 21 per

cent of hiring managers say
job boards are less effective
than they were two years ago.
And it is not social media that
is necessarily filling the gap or
providing an easy answer on
where best to source talent:
only two per cent of hiring
managers said that other
social media (excluding
LinkedIn) was very effective
when sourcing talent.
This signals that while
traditional ways of sourcing
talent are diversifying, the
solution is not as simple as
more digital, more social.

Hiring managers
who engage a mix
of strategy, people
knowledge and networks will
ultimately be those who win
the best talent. And the key
here is mix; for one job the
sourcing strategy will be a
multiple channel campaign,
for another a recruiters market
connections will result in a
candidate being sourced
on the spot.
Recruiting has evolved
into a complex endeavour;
in 2015 a multi-pronged,
people-focused approach
will be the key to connecting
with great talent.

INSTEAD, IN 2015 AND

ONWARDS WE WILL SEE
a new norm evolve: multipronged and complex sourcing
strategies that may be the
result of several years
foundational work. That

In todays connected
world, top talent is
everywhere if you
know where to find
them. Sourcing
strategies therefore
need to be both
targeted and
multifaceted, across
a range of appropriate
networks.
Emmanuel White, Regional Director, Hudson Singapore

on the rise
Search Engine Optimisation
(SEO): The nature of writing
job ads has changed forever

88

4 8
%

never do

of hiring
managers
always or
sometimes
use keywords
in job ads

dont understand what SEO is

Mobile: Singapore job

seekers are applying
by phone
The percentage of age

36

over one in
three Singapore
professionals SAY
its very important that they
can apply for jobs over their
mobile phone. And age
impacts this the younger
you are, the more you want
mobile accessibility.

groups who say being

able to apply for roles
over their phone
is very important:

37
37
28
Age: 2035

Age: 3650

%
%

Age: Over 50

%
7

T he hi r in g r e p o r t 2 015

SCREENING, Tests
& INTERVIEWS
Across Singapore, screening is evolving. What we are now seeing is
a gradual evolution in how the business sector views and assesses a
persons aptitude and fit for a role, team and organisation.
TRADITIONAL SCREENING
methods remain strong
in Singapore, with cover letters and
face-to-face interviews still highly
valued: over six in 10 hiring managers
(65 per cent) say cover letters are
important and just one per cent describe
face-to-face interviews as
not important.
Yet the data shows signs of change.
Over one in three (35 per cent) say they
would be open to non face-to-face
interviews in certain circumstances,
a sign that technology like Skype may
come more into play. Whats more,
36 per cent of Singapore professionals

CVs AND
COVER
LETTERS
CVs
Not everyone is tailoring
Just a quarter of professionals
(26%) tailor their CV for every job
application.
COVER LETTERS
Still important: Cover letters still
matter over 6 in 10 hiring managers
(65%) say cover letters are either very
or somewhat important in the job
application process.

THE SOCIAL
FACTOR

79

of Singapore professionals are comfortable with

future employers seeing their online footprint.
Thats a good thing.
As who wants to risk appearing
unprofessional?
Four in 10 hiring managers (41%)
look to social media when
evaluating a candidate.

say they are seeing more psychometric

testing compared to two years ago.
As organisations recognise the benefits
that great talent offers, so the focus is on
ensuring they have quality candidates in
place. More rigorous screening measures
are therefore increasingly being used;
the best businesses know its not just
about filling a job today, its about building
a strong workforce that will stay and
perform. How do you know you have the
best candidate for not just the job, but
the business? You test for what drives
them, what motivates them, what will
make them happy and what will help
them succeed.

Interviews
Most likely number of
interview rounds for
singapore professionals: 2
2 interviews: 40%
3+ interviews: 38%
1 interview:
22%
Non face-to-face
interviews:
a new option
35% would be open
to non face-to-face job
interviewing in certain
circumstances.
But face-to-face
interviews still crucial
Only 1% say face-to-face
interviewing is not important.

Test scores

Psychometric testing is on the rise

2015 IS An important year
for PSYCHOMETRIC TESTING
in Singapore. Already highly valued in
other countries, our findings suggest it is
becoming more widespread locally. What
our findings also reveal is that senior
executives value it more than others,
which should be a signal to all.
Most senior executives have been
through an assessment process
themselves and understand the value
it can add. Test results help you
understand yourself: who you are, what
drives you and where your opportunities
lie. How do you leverage your
strengths? Work on your gaps? Develop
a career strategy? Psychometric testing
reveals these things and more; its the
ultimate guide on getting ahead.
Its also the ultimate guide for team
managers. Knowing the psychological
profiles of their team enables them to
lead better, making the most of their
employees strengths and managing
with motivations in mind.
Psychometric testing ensures hiring
managers select candidates based not
only on their skills and experience, but
also on their cultural fit and potential for
growth and given the rise of cultural fit
in todays workplace agenda, this has

never been more important.

Identifying the connections between
competencies and personal qualities
allows companies to select those
candidates who are likely to both perform
better and stay longer. The fit factor,
often difficult to ascertain through
interviewing alone, can prove to be
a major component when it comes to
selecting and retaining the best people.

Psychometric
testing on the rise:
36% of professionals say
they are seeing signs of
psychometric testing
use increasing compared
to two years ago.

36

Understanding
what motivates
people is one
of the most
critical levers to
organisational
success.
Simon Moylan, Executive General Manager,
Talent Management, Asia Pacific

46

Senior executives value

it more than the norm:
46% of senior executives say
psychometric testing has merit
as part of the hiring process.

%
9

T he hi r in g r e p o r t 2 015

15 WAYS TO
HIRE IN 2015
Hiring has changed. To get the best talent today you need to
look beyond active job seekers, beyond standard advertising
practices, beyond yesterdays screening techniques. To
define, find and secure great talent who will help your
organisation succeed, in 2015 you need to think smarter.

PROFILE the person,

not just the role
Mapping the role
description, skills and
experience required remain
vital in hiring. But to truly
find great talent who will not
only stay but excel, smart
businesses are profiling the
kind of person they want: the
psychometric attributes and
motivational drivers that match
the job description and will
complement the team
and organisation.

Know what your

target wants
The better you know your target
market, the better chance you
have of creating, and selling,
an offering that will appeal.

CANDIDATES: STAY
PROFESSIONAL ON SOCIAL
Four in 10 hiring managers (41%)
told us they check social media in their
hiring process. To give themselves a
fair chance, candidates must ensure
their digital footprint is clean and
professional.
10

SHOW THEM MORE

THAN money
Money matters, we all know that.
And professionals in Singapore
have indicated that as a group,
higher salary tops the wish list.
Employers must have the right
salary bracket in place, but they
should also realise that for
candidates money is a balancing
act with other factors.

Define YOUR role

value proposition
What are the three key
selling points of the role?
Is it a learning opportunity,
a chance to lead, a certain
path to skill development?
A strong and clear candidate
value proposition equals a
strong likelihood of sourcing
best fit candidates.

target niche skills

and business needs
Roles have never been more
specialised, so you need to
understand the niche skills
required to address your
industrys specific needs
know, for example, where to
find marketers with analytics
expertise and ICT talent with
strong people skills.
Create a sourcing
strategy
In 2015 candidates are
everywhere, but not necessarily
in one place regularly or for
a long time. To find them,
successful hiring means building
a sourcing map: defining the
best places to find your
candidates, and then carrying
out a sourcing strategy.

11

Embrace the job ad rule of four

Use our IDEA principle in your job ads:
Stimulate Interest
Create Desire
Generate Enthusiasm
Compel the reader to Action

The EVP era arriveS

Only 4% of Singapore professionals
say a companys brand doesnt matter
to them when applying for a role. EVP
the employee value proposition
has arrived in 2015 and hiring managers
need to ensure their EVP is strong
enough to attract the best candidates.

Recognise that sourcing

is now deep
Todays sourcing channels include:
blogs, SEO, conferences, events,
referrals, networking, associations,
LinkedIn, YouTube, media, online
advertising, job boards, personal
networks and databases for
a start. Today, great talent is
scattered and can remain elusive
so sourcing strategies may need
to go wide and deep.

Yet personal
networks are MORE
IMPORTANT than ever
The top five most effective
sourcing strategies in our survey
included just one purely technical
platform online job boards. The
rest were all people-based. As our
world becomes more digital and
socially connected, so we reach
more to our personal networks, to
the bonds that connect us and in
which we trust.

UNDERSTAND SEO
88% of hiring managers now always
or sometimes use keywords in their job
ads. To compete, you must too. SEO is
not just a technology initiative, its about
writing high quality, compelling and
search-friendly ads.

13

Consider psychometric testing

36% of Singapore professionals
say they are seeing this increasing.
Psychometric testing benefits the role:
it increases longevity and results. It
benefits the team: fit the right personality
and improve team dynamics. And it
benefits the organisation: hire for
motivational and cultural fit and you
get innovation, creativity, perseverance
the keys to organisational success.

Prioritise WORK LIFE BALANCE &

CULTURAL FIT
Singapore professionals nominate work
life balance and cultural fit in their top five
priorities in a new role in 2015. Most of
us want to work hard, make our mark and
achieve in our jobs but increasingly
we want to do so with balance in our
life, and with like-minded peers in an
environment where we feel valued. As
work encroaches on our personal life
with extra hours at night and on weekends
answering emails, we start to wonder,
Whats it all for? A common purpose,
shared beliefs and united vision can make
the difference between a disengaged
employee who works to live, and a
passionate one who loves to work.

THE COMPETITION FOR

PASSIVES is growing
Nine in 10 Singapore hiring
managers now feel they need
to look beyond active job
seekers to find the right
candidate when hiring. Your
competitors are scouring for
the best. If you want to find
the right talent, you need to
engage the passive market.
11

Methodology

about hudson

For this report we canvassed the views of 519

professionals and hiring managers across Singapore.
We asked them their views on all aspects of hiring,
from what they think of cover letters and how
confident they are with their own social media
presence to whether they use psychometric testing
in their recruitment practices. From these results we
collated this report, a combination of the survey
findings and our own knowledge, learnings and
insights into best practice hiring in 2015.

Hudson is a global talent solutions company with

expertise in specialised recruitment, recruitment
process outsourcing (RPO), talent management
and contracting. We help our clients and candidates
succeed by leveraging our expertise, deep industry
knowledge and proprietary assessment techniques.
Through relationships with millions of professionals
in 20 countries, we match talent with opportunities
by assessing, recruiting, developing and engaging
the best and brightest people for our clients.

Hudson Global Resources (Singapore) Pte Ltd

EA Licence Number: 03C4590

T h e h i r i n g r e p o r t 2 015