For decades, a university degree was considered the gold standard of qualification. Job postings routinely listed a bachelor’s or master’s degree as a minimum requirement, regardless of whether the role actually demanded it. But the world of work has changed dramatically. With rapid technological shifts, evolving job functions,
In today’s competitive talent market, how you present your company to the world matters more than ever. Employer branding isn’t just about fancy logos or catchy taglines, it’s about the real experience of working at your organisation. As we move through 2025, companies that stand out are
Remote work has gone from being a trend to becoming a standard operating model for many organisations. With this shift comes a huge opportunity: the ability to tap into a global talent pool. But hiring remotely isn’t just about switching Zoom on and hoping for the best. It requires
Recruitment doesn’t end when a candidate accepts an offer—in fact, that’s just the beginning of the candidate’s real journey with your company. A seamless experience from application through onboarding is critical to securing top talent, reducing early turnover, and setting the tone for long-term engagement. This
In today’s dynamic job market, reactive hiring—waiting until a vacancy arises to search for candidates—is no longer efficient or effective. Companies that rely solely on job postings and ad hoc recruiting often miss out on top talent, face longer time-to-hire, and struggle with business continuity. Building a
Hiring top talent is one of the most critical drivers of business success. Yet many companies unknowingly sabotage their own recruitment efforts through outdated, inefficient, or poorly managed hiring processes. In a competitive job market, small missteps can lead to big losses—with your ideal candidates accepting offers elsewhere or
Diversity, equity, and inclusion (DEI) are no longer just HR buzzwords, they are key business priorities with tangible benefits. Organisations with diverse teams consistently outperform those that are homogeneous, yet many companies struggle to move beyond surface-level initiatives. This article explores why diverse teams perform better, how to eliminate bias
Recruitment is no longer just about matching skills to job descriptions. The best recruiters understand the deeper motivations that drive candidate decisions. Beyond salary and job titles, candidates seek meaning, recognition, autonomy, and alignment with their personal values. Understanding the psychology of recruitment can help you craft offers that resonate,
In today’s fast-paced hiring landscape, small and medium-sized enterprises (SMEs) across Singapore and Southeast Asia are competing for top talent like never before. But many are unknowingly sabotaging their own recruitment efforts by relying on outdated, manual hiring processes. From spreadsheets to endless email chains, these traditional methods are
In Singapore’s fast-paced and competitive business landscape, small and medium-sized enterprises (SMEs) face unique recruitment challenges. Unlike large corporations with dedicated HR teams and hefty software budgets, SMEs require flexible, cost-effective hiring solutions that adapt to their scale and pace. Yet, many SMEs find themselves struggling with traditional enterprise
Recruitment in Singapore is evolving quickly. The demand for faster, smarter, and more scalable hiring processes is growing, and artificial intelligence (AI) along with automation are now central to that change. As we move through 2025, recruitment agencies, in-house HR teams, and SMEs across Southeast Asia are realising that traditional
In Singapore’s tight job market, competitive pay is essential—but not enough to retain talent. A recent study found that 62% of employees in Singapore would quit if they didn’t feel a sense of belonging at work, rising to 67% among Gen Z. This article explains why belonging
