Singapore’s top talent issues for 2012

The integration of mobile technology, internal mobility and the use of Recruitment Process Outsourcing for global expansion are amongst the top issues that will dominate Singapore’s recruitment market in 2012.

High on the list is the importance of conducting a thorough background check rather than relying on content from social networking sites, which can be embellished.

That’s because as employers incorporate social media checks into their recruitment process, some are neglecting to thoroughly background check the information they find, and some are even making hiring decisions based on this unauthenticated content. That’s why taking the time to get to know someone face-to-face, and confirming their background, is still crucial in identifying the right role for them.

Also high on the list is the continued reduction in expatriate packages. In 2012, employees currently on expatriate packages will be converted to local packages and benefits such as housing and living allowance will be incorporated into the base salary.

In other issues of note, we expect to see further integration of mobile technology into the recruitment process in 2012. Candidates have a growing appetite for information that merges easily with mobile technology, so organisations will look for ways that the recruitment process can make this simple.

Meanwhile the reasons for using Recruitment Process Outsourcing (RPO) will change as organisations that are looking to expand globally seek a global approach to their workforce strategy. The need for global RPO will also be driven by both multinational employers looking to harmonise their practices and organisations expanding into emerging markets.

Instability in the Eurozone is also a factor. Singapore - and Asia as a region - is well placed to ride out any impact on the global economy caused by European Sovereign debt issues, and in a global context our unemployment rate is low. As a result, in 2012 we expect to see increased interest from overseas candidates, particularly from those in the Eurozone, towards relocating to Singapore to take advantage of our jobs market, particularly since the Asian economies continue to outperform some of their western counterparts.

Other talent issues to watch out for in 2012 are a culture of recognition as a result of employers rewarding proven performers, an increased use of internal mobility, and a focus on differentiation when recruiting.

Across Asia we also expect to see an increase in the number of requests for candidates with strong bilingual skills, including fluency in Mandarin and English. Candidates who have worked overseas will be snapped up quickly.

Finally, succession planning will be a focus since talented staff always have options. That’s why employers will not only review their retention strategy, but will focus on succession planning in 2012, particularly for roles where skills shortages are greatest. 

Chris Mead, General Manager, HAYS Singapore