Working professionals in Singapore are actively hunting for new jobs. 1 in 3 respondents (31%) in Singapore said they plan to change jobs between January and June this year, marking a three-point increase from the same period in 2021. Of those who are not afraid of losing their jobs, a quarter (26%) plan to change their employers, marking an increase of 6% from 2021.
Randstad - the world’s leading human resources solutions agency - today released early results of its annual Employer Brand Research in Singapore. Commissioned by Randstad and independently conducted by Kantar TNS, the Randstad Employer Brand Research explores the top employee value proposition (EVP) factors that influence employees and job seekers in their search for an ideal new employer.
singapore workers continue their search for better work-life balance
Jaya Dass, Managing Director of Randstad Singapore and Malaysia said, “As job vacancies abound and outnumber job seekers in the market, many employees are tempted to find better job opportunities. Besides wanting a higher salary, many employees are also looking for a holistic work experience, which includes flexible work schedules and a conducive environment for them to grow in their careers. Employers that are looking to retain their workforce through this Great Resignation period should take action to meet these new employee expectations.”
In the six-month period between July and December 2021, 18% of respondents in Singapore had changed their employers or switched careers. The top three job-changing drivers that motivated Singaporeans to search for a new employer are:
- work-life balance (64%)
- salary and employee benefits (63%)
- pleasant work atmosphere (51%)
Dass added, “After safe-distancing measures are lifted, employers may expect all their employees to return to the office full-time as a way to regain normalcy. However, in the interest of maintaining a good work-life balance and a safe work environment, employees may feel more motivated to look for employers that offer better work flexibility.”
In Singapore, the Public Service Division (PSD), Changi Airport Group, DBS and Randstad Singapore have moved forward to introduce hybrid work as a permanent work arrangement. One notable challenge in hybrid work is the risk of overworking as a result of the blurring of lines between work and life when at home. Acknowledging the challenges brought about by hybrid work, companies are developing and implementing new guidelines to establish clear work norms, which would include cyber and information security, work expectations and working hours.
The COVID-19 pandemic has changed the perspectives of what workers want in a job and an employer. With ‘work-life balance’ being the top factor that motivates people to switch jobs in Singapore, many job seekers are looking for employers that offer good employee well-being initiatives and a good organisational culture. It is hence critical for business leaders and employers to take proactive measures to not just improve and maintain the workforce’s well-being, but also communicate their efforts to attract more talent to their organisation.
upskilling can empower employees to be more productive and feel more secure
2 in 5 employees in Singapore (41%) are afraid of losing their jobs and plan to change their jobs in the first half of 2022, marking a 5% increase from 2021.
“Within the next few years, employees can expect significant changes to their job roles and responsibilities amid rapid digital transformation and business restructuring. Due to the increased need for talent with digital and specialised skills especially in industries such as fintech or professional services, today’s talent can feel increasingly pressured to refresh and enhance their skill sets in order to stay competitive. As the workforce demonstrates a strong desire to upskill, employers are presented with an opportunity to invest in their employees’ professional development. This gives employees a better chance to contribute meaningfully to their jobs,” Dass shared.
Digital transformation has not just enabled employees to work remotely, it has also created new opportunities for employees to upskill themselves to stay employable. For example, a retail worker would need to learn how to operate the processes of e-commerce sales and delivery systems to be able to continue working. The same goes with many front office workers whose jobs have been significantly disrupted by digital transformation.
If companies don’t train their staff in time and adequately, the digital competency gap will widen and employees would start to worry about their job stability and career future. To stay competitive, employers need to map out training and development programmes to upskill their employees to be better at using digital technologies and think creatively. This would help employees minimise the fear of losing their jobs due to the lack of relevant training or skills while increasing employee productivity and efficiency.
2022 randstad singapore employer brand research report - register your interest
The 2022 Randstad Employer Brand Research provides employers with a unique opportunity to uncover new insights and validate their assumptions of employees and job seekers. This independent research is the most representative employer brand study in the world, reaching out to 163,000 respondents across 31 markets, including 2,705 who are based in Singapore in January 2022.
Gain early access to the 2022 Employer Brand Research Singapore report. Fill in the form to register your interest today.