41% of Singaporeans who are thinking about changing jobs or have already switched are seeking to improve their work-life balance. The desire for a higher salary in line with rising cost of living is the second reason why respondents leave their employers, with 36% of workers agreeing with this expectation.
Randstad Singapore’s annual employer brand research shows a year-on-year analysis of how workforce expectations have evolved, guiding employers on how to refine and strengthen their talent strategy in an increasingly complex talent landscape. In 2025, the study surveyed 2522 respondents based in Singapore.
As companies prioritise productivity and efficiency, it’s equally important to focus on employee happiness. Every employee faces different challenges - some seek career advancement, while others value flexible work arrangements. By taking a more personalised approach to the employee experience, employers can better support retention and create a workplace where people feel valued and motivated to stay.
navigating shifting employee expectations in the future of work
Between July and December 2024, 17% of respondents changed employees, marking a 2-point decline from the same period the previous year. Meanwhile, 31% of respondents plan to switch jobs in the first half of 2025, a 3-point decline year-on-year.
While declining job-switching might seem positive, it often masks a deeper employee expectations gap, especially in Singapore's evolving market. Many workers remain dissatisfied due to misaligned priorities, particularly around work-life integration when it comes to the employee experience.
The reasons why respondents in Singapore are looking for new jobs have not changed much from 2024, showing that employers’ efforts in retaining talent are not as fruitful. To truly address this, organisations must go beyond traditional benefits and expand their commitment to employee engagement and wellbeing.
In 2025, 23% of respondents are thinking about leaving or have already left their jobs because of inflexible work options. This increase is likely because more companies have been asking employees to return to the office more often since last year. On the other hand, fewer respondents are leaving because of poor employee benefits like company discounts and gym memberships, marking a 3-point decline from 2024, to 17% in 2025.
Retaining top talent is more crucial than ever, yet survey results reveal that many employers still have room to improve. In the drive for productivity, it’s easy to overlook what employees value most - opportunities for growth, recognition and strong connections with their managers and peers. Focusing on the employee experience, well-being and happiness can help address these concerns and keep teams engaged for the long term.
tech & finance talent movements amidst displacement and future of work shifts
The survey revealed that of the 31% of respondents planning to switch jobs in 2025, tech talent are the most likely to consider this option at 43%, a 9-point increase from 2024. Finance professionals are also more likely to switch, rising 10 points from 27% in 2024.
However, even though more tech workers want to move, fewer are actually landing new jobs, suggesting the tech job market is getting tougher as the industry evolves alongside AI developments. Only 11% of tech talent surveyed found new employment between July and December 2024, down from 16% year-on-year. In contrast, slightly more engineering and finance professionals secured new jobs, with both groups seeing a 2-point increase.
The current climate in tech, where high talent mobility intent meets a tougher job market, signals deeper Future of Work shifts, including the growing specter of job displacement due to AI and automation. However, this isn't solely a story of job loss. Emerging digital workplace trends are simultaneously creating entirely new roles and skill sets, particularly in areas like AI oversight, data ethics, cybersecurity, and human-AI collaboration.
“I’ve changed jobs and went to work with another organisation between July and December 2024”
“I plan to change jobs to work with another organisation between January and June 2025”
register your interest for the 2025 employer brand research report
Conducted by Kantar TNS in January 2024, the study surveyed 170,000 respondents around the world, including 2,522 individuals in Singapore, making it the world’s most comprehensive employer branding research based on general talent perceptions.
The report features more in-depth data about the research that can help organisations and employers refine their employer branding strategies. Keen to delve deeper into our extensive data and workforce trend analyses? Fill in the form below to register your interest for a complete copy of the report.
partner with us to attract today’s top talent.
In today’s rapidly changing world of work, shifting talent expectations and new technologies are transforming how companies compete for talent. At Randstad, we equip our clients with actionable market intelligence and partner closely with them to constantly strengthen their recruitment strategies. Partner with our specialist consultants to leverage the latest industry trends and strengthen your employer branding in a way that helps you attract and retain the talent you want for your teams.
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frequently asked questions
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How can companies build a strong employee value proposition (EVP)?
Employee value proposition is unique to each company as it highlights their strengths that are rooted in their company brand and culture and it also creates the vision of where they strive to be in the future. On a strategy development and implementation level, it requires the inputs from the leadership team to provide strategic directions of where they want the company to be, and from the employees on what the company should provide to align them with the business strategy.
In general, the pillars of employee value proposition typically include culture, career growth, and well-being. However, the strategy for each of these pillars and its subsequent implementation techniques should be unique to the company.
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How do skills assessments help with hiring?
Skills assessments are now the standard process in today’s recruitment process, regardless of the seniority or role that you are interviewing for. Skills assessments, like preparing a presentation based on a problem statement or answering behavioural questions can help employers determine the maturity of your knowledge and skills. It is hence becoming more important for job applicants and interview candidates to be more prepared.
As businesses prioritise specific skills and capabilities, demonstrating your expertise through these assessments is becoming the stand-out for many job seekers to stand out in a competitive labour market.
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How can companies retain top talent in Singapore?
Companies can retain top talent when they have curated the employee value proposition strategy and techniques that meet the expectations of the employees and meet their expectations. Employers that have the right strategies in place to improve their employer brand through better talent management and employee experience outperform other companies when it comes to attracting a broader pool of talent, which can also lead to better talent retention and recruitment outcomes.
Employee value proposition is unique to each company as it highlights their strengths that are rooted in their company brand and culture and it also creates the vision of where they strive to be in the future. In general, the pillars of employee value proposition typically include culture, career growth, and well-being. However, the strategy for each of these pillars and its subsequent implementation techniques should be unique to the company.