Over the next few years, we aim to deepen learning for employees through functional specialisation certifications, as well as create a community learning platform to connect with one another and improve learning outcomes.

As a social enterprise, we believe in doing well in our work while also doing good by contributing back to society in supporting education for youth-in-need, seniors’ well-being and the environment. This also helps attract like-minded individuals whose values align with our causes.

Lastly, our industry-first innovative offerings, such as our lifestyle embedded insurance, SNACK, as well as our insurance-as-Service regional model - HIVE by Income - have drawn interest from skilled candidates who are interested in Fintech and Insurtech.

would you say that your hiring requirements have changed over the past few years? what do you look for in talent post-COVID that you may not have prioritised in the past?

Over the last few years, there has been a huge shift towards Data and tech talent – a trend we have observed across various sectors in Singapore as well.

Since we started our digital transformation more than four years back, business demands for these specialised roles have surged and they have become a critical asset in our transformation journey.

Apart from technical competencies, key attributes we look for in talent are servant leadership and self-directed learners and interdependent workers. As we moved into agile transformation, ownership and accountability have become increasingly important to the organisation. Every staff should be a self-directed leader who takes ownership of their roles and deliverables. They should be able to see challenges and roadblocks as learning opportunities and innovate to resolve them. Coupled with a hybrid work environment, the discipline to connect, relate and support one another are essential qualities that are key to their success at Income.

On the HR front, we are looking at future technology applications to sharpen HR work, such as modernising our HR Information System (HRIS). These technologies will deepen our HR analytics capabilities to improve employee onboarding experience, enhance employee development tracking as well as introduce a HR Chatbot to our employees that will make HR processes easy and intuitive.

Further down the road, we would also look at using AI predictive analysis to better understand and design more customised staff engagement activities to enhance our talent attraction and retention efforts.

what would people applying for jobs in Income need to know about?

Income is a digitally driven and progressive insurer that believes in harnessing technology and streamlining processes to solve pain points, while also driving bottom-up innovation.

We take on an open and agile approach in the way we innovate our product, services and experiences which is also embedded in our way of working at Income.

We have adopted a hybrid working model, which provides employees the freedom to work from any of our offices or remotely. The work flexibility support their agility and productivity, but also accelerate innovation and improve collaborations across multi-functional teams

Change is escalating and transformation is a continuous journey. While Income has set its sight on agile transformation, there are still lots of work to enable every part of the organisation to sign up for the change.

So for new hires coming on board, the thrill is that you will be standing in the middle of the transformation journey, to experience the good, the bad and the ugly, and have the opportunity to chart your own growth journey. This invitation is extended to all who are bold and want to be part of the catalyst for change.

about the randstad employer brand award

The Randstad Employer Brand Award assesses the attractiveness of Singapore’s 75 largest commercial employers known by at least 10% of the population. The results of the Randstad Employer Brand Award is based on public perception and focuses on two main areas:

overall company or brand awareness
absolute employer attractiveness

The awards are not open to nominations and the results are solely based on the opinions of the local workforce, making it the only award that truly represents ‘the people’s choice’.

The respondents were asked to identify companies whose names they recognise and indicate how much they wanted to work for them. This was followed by an evaluation of employee value proposition drivers, such as salary and employee benefits, work environment, job scope and more, for each of the commercial companies surveyed.

A strong employer brand is important in every business in order to attract and retain talent. Connect with us to learn more about employer branding, industry insights, hiring outlook and latest talent trends. To hire your future talent with a competitive edge, get in touch with our specialised recruiters and learn more about our bespoke HR solutions.

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