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2^nd Quarter Newsletter 2019

SALARY OVERVIEW

Hong Kong - China - Singapore - Thailand 

Singapore

Trending topic 'glocal' - hire local candidates

with global experience

Though economic projections for Q4 were not met in nations across Southeast Asia, the growth in the region is stable due to the expansion of multinational companies and increased foreign investment into the region. For more mature economies – like Singapore – hiring should remain stable if slower than what was seen throughout 2018.

 

Hiring figures will also be impacted by the government’s encouragement for businesses to invest in the upskilling of their workforce, to ensure that employees are prepared for the growing trend of digitisation and emerging technologies, such as increased AI and machine learning.

 

In Singapore, IT, Telecom/ISP and BPO/ITES industries were the strongest in online hiring throughout 2018, netting a growth of 23% year-on-year in December. As digitisation is rapidly growing across the region, job roles requiring niche skills and experience are growing in demand. Employees possessing these types of specialised knowledge are not popular in the IT industry but are also in demand in industries like Manufacturing, Supply Chain, Marketing, Human Resources, and Finance. The challenge poses that there is both a regional and global talent shortage, leading many companies to compete for a small pool of international candidates.

 

Businesses across the region are looking to hire local talent, but as multinationals increasingly set up in Southeast Asia and local businesses begin considering expansion, more and more organisations are looking to go “glocal” – that is, to hire local candidates with global experience.

 

As many organisations look to attract this type of talent, it’s likely the competition will be high. Due to this, companies in the region will likely not only extend internationally competitive salaries but will also incorporate benefits like flexible working arrangements, increased holiday leave and other innovative benefits in order to recruit and retain the talent they seek.

 

Digitisation will remain a major focus of many organisations in Singapore and we have seen jobs evolving to become more analytical and data-driven as a result. Professionals who can combine digital skills with industry expertise to drive the business will be particularly in demand. The competition for skilled Singaporean professionals will remain strong in line with local manpower policies and employers are expanding their search for talented professionals to include overseas-based Singaporeans. The “Balik Kampung” (local slang meaning “Return Home”) campaign supports organisations in their search by identifying and securing skilled Singaporeans residing overseas.

 

Source: www.peoplemattersglobal.com

Singapore HR Tech map reveals over 160 providers 

servicing the talent market place

Over 160 local and overseas HR Tech service providers, including local startups, are intensely competing to leverage the increased adoption of digital HR systems by organisations in Singapore. Latest trend points out to a significant trend of HR Technologies moving away from being just compliance-driven systems to tools that provide actionable insights for better talent engagement.

While Singapore has traditionally been seen as a 'laggard' in HR Tech adoption, the scenario seems to be fast changing. These HR Tech tools are now helping organisations hire, train, engage and retain employees better.

The market map has categorized the service providers across seven major Talent segments: Talent Acquisition (Employer Branding, Recruitment), Talent Engagement (Employee Onboarding, Performance Management), Talent Rewards (Compensation & Benefits), Talent Development (Training), Talent Analytics, Talent Operations (Automation & Shared Services), and finally, Human Resource Management Systems (HRMS). 

The really hot areas in HR Tech seem to be Talent Acquisition and Talent Engagement, considering that over 50% of the players are present in this segment. Organisations are investing in new technologies that can automate repeatable tasks and enable the HR teams to focus on higher order employee engagement.

 

Source: www.peoplemattersglobal.com

Top 5 Candidates

 

SAP Lead

Nationality: Indian

Based: Singapore

Languages: Fluent English

Availability: Two months' notice

 

Skills:

- Over 13 years of experience in SAP.

- Managing multiple vendors for SAP implementation, AMS and ITMO services for multiple projects. 

Head of Engineering

Nationality: Singaporean    

Based: Singapore

Languages: English and Mandarin

Availability: 1 month's notice

 

Skills:

- Innovative Career Technologist with over 18 years’ experience of delivering creative,

client-centric tools with value-driven solutions.

- Proven technical leadership experience ranging from evaluating technology to discovery of niche products for bootstrapped and venture-backed startups. 

QA Lead (ATE)

Nationality: Indian            

Based: Singapore

Languages: Fluent English

Availability: 45 days' notice

 

Skills:

- Working with over 20 worldwide business stakeholders in soliciting requirements

and designing the system.

- Strong technical skills in C++ /STL/C# /WCF/WPF development and Object-Oriented

Analysis and Design (OOAD).

Project & Maintenance Manager

Nationality: Malaysian

Based: Malaysia, Johor Bahru

Languages: English and Malay

Availability: Two months' notice

 

Skills:

- Extensive knowledge and experience on implementation of HACCP, QMS, ISO 14000, 19000 and 22000.

- Great knowledge on AutoCAD 2018 and SAP Software.

Vice President of Internal Audit and Risk Management

Nationality: Singaporean        

Based: Singapore

Languages: English and Mandarin

Availability: Two months' notice

 

Skills:

- Extensive experience in corporate governance & compliance and general corporate & commercial regulations IFRS.

- Well versed in software, ACCPAC, UBS & Kingdec.

 

For more information about these candidates, please contact catherinec@gemini.sg

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