Out of 39 per cent of respondents who plan to change employers this year, 40 per cent cited 'limited career path' as the key reason.

Randstad - one of the largest human resource solutions agencies - today released the findings of its annual Employer Brand Research in Singapore. Commissioned by Randstad, the independent global study is the most representative employer brand research that explores the factors that influence and motivate employees' and job seekers' search for a new career opportunity.

Jaya Dass, Managing Director of Randstad Singapore and Malaysia said, "Companies that invest in the well-being and development of their people will be able to build a strong employer brand. We have seen organisations benefit significantly from creating positive employee experiences, such as having faster access to better qualified candidates and a highly-engaged workforce. However, only a handful of companies have the resources to invest in building a strong employer brand as it is typically not high on the business agenda. We hope that the findings and insights gathered from our annual survey can help companies take small actionable steps to strategically improve their talent acquisition and employee retention programmes."

young talent are driven towards career progression

The 2019 Employer Brand Research found that experienced professionals have a more relaxed attitude towards work formalities. Thirty-eight (38) per cent of respondents from Generation X (ages 35 to 54) seek companies that can offer them with flexible work arrangements. In contrast, 69 per cent of millennials (ages 25 to 34) said that they do not mind working in the office.

One in three millennials (33 per cent) would apply for jobs in companies that provide robust training programmes to ensure continuous career and skills development. Forty-two per cent of Generation Z candidates look for interesting jobs that they can feel excited about.

"As we get older, our aspirations and needs change. Our personal lives tend to take centre stage, so rather than spending extra time in the office, we may want to spend more time with our family or go on vacations. The younger generations are fresh and energetic, and eager to learn new skills, gain new experiences and form new connections. In addition, younger people do not mind working in the office as it places them in an environment where they can be most productive, since they will have easy access to resources as well as people to exchange ideas with," Dass added.

office culture is important to the workforce

Employee experience has also become increasingly important to the workforce. It describes and defines how employees work, the environment that they work in and how they feel about their job.

Close to one in two Generation Z employees (48 per cent) want to work in an office that has a pleasant work atmosphere. Companies that want to engage and attract younger talent should consider the designs of its physical and virtual workspaces, as they set the foundation for cross-team collaborations to take place.

The workplace environment is not the only factor to consider when it comes to employee experience. Employees in Singapore tend to consider resignation when they are not fairly recognised or rewarded (31 per cent) or are unable to strike a balance between work and their personal lives (31 per cent).

"When employers create a positive working culture and environment for their people to work in, it can help them attract more qualified candidates and give their employees fewer reasons to look for another job. Furthermore, companies that invest and excel in enhancing their employee experience will have healthier and more productive workers, which will eventually lead to higher revenue and profits," Dass shared. "The ideal employee experience should consider matters as minor as the speed of WiFi connectivity, availability of communal and collaborative spaces as well as how easy it is for employees to have an open and honest conversation with their direct reports, managers and colleagues."

2 in 5 are looking for a new career opportunity this year

Even though the market sentiments on the economy and labour market are cautious this year, people are still actively looking for new jobs, particularly those who feel that they are facing a roadblock in their career. In Singapore, 39 per cent of respondents have plans to change employers in 2019.


The research found that younger job seekers tend to use online channels to look for new opportunities and check on a company's reputation. 2 in 5 millennials (41 per cent) read up the latest information on their potential employer on LinkedIn, while 46 per cent of Generation Z tend to look for jobs and employers on Google.

"There is a high chance that digitally-attuned youths are looking for their next move on their mobile phones during commute or before they go to bed. Employers that want to connect with job seekers and engage with their employees need to make sure that information about job openings and internal development opportunities are comprehensive, easily available and accessible to everyone. HR teams should also start monitoring platforms such as Glassdoor and LinkedIn to check what their candidates, employees and alumni are saying about them so that they can develop better human resources strategies to meet workers' expectations," Dass concluded.

results from the employer brand research 2019 is now available

The 2019 Randstad Employer Brand Research provides a unique understanding of employee and job seeker drivers. The survey is the most representative and independent employer brand research in the world, reaching out to more than 200,000 respondents across 32 markets, including 2,502 people based in Singapore.

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rena tan

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alistar lien

senior PR & communications specialist


about randstad employer brand research

Celebrating its 19th edition globally, the awards based on the outcome of the Randstad Employer Brand Research are presented each year to the most attractive employers in 32 markets across the globe. It is the most representative and inclusive employer brand research in the world.

The outcomes are based on public perception and focus on two main areas: overall brand awareness and absolute attractiveness. This creates a level playing field for all of the commercial companies. The awards are not open for nomination and the results are based solely on the opinions of the local workforce - making it the only award that is truly representing 'the people's choice'.

A list of the largest commercial companies (based on the number of employees) is presented to a representative cross-section of respondents based on region, age and gender. The respondents were asked to identify companies whose name they recognise and indicate to what extent they would like to work for them. This was then followed up with an evaluation of employee value proposition drivers, such as salary and benefits, work atmosphere, job content and more, for each of the commercial companies surveyed.

about randstad

Randstad is the global leader in the HR services industry. We support people and organisations in realising their true potential. We do this by combining the power of today's technology with our passion for people. We call it Human Forward.

Our services range from regular temporary staffing and permanent placements to in-house services, professionals, and hr solutions, including recruitment process outsourcing, managed services programs and outplacement. Randstad is active in 38 markets around the world and has top-three positions in almost half of these. In 2018, Randstad had on average 38,820 corporate employees and 4,826 branches and Inhouse locations. In 2018, Randstad generated revenue of € 23.8 billion and holds the world's number one position in its industry since November 2018. Randstad was founded in 1960 and is headquartered in Diemen, the Netherlands. Randstad N.V. is listed on the NYSE Euronext Amsterdam, where options for stocks in Randstad are also traded.

Hear what our leaders have to say about #HumanForward or head over to our new website and learn more about our Human Forward brand promise.