Singapore’s position as a booming business hub has continued despite the pandemic and its aftereffects - in the latest Business Hub Ranking; Singapore took over Hong Kong, placing third in the world. With its robust infrastructure, supportive government policies, and thriving startup ecosystem, the city-state has become a hotbed for tech companies, creating a plethora of job opportunities in various domains, including software development, data science, cybersecurity, artificial intelligence, and blockchain.

Adjacent industries are experiencing this rise in demand for tech talent as well – companies in finance and healthcare, for instance, are actively seeking tech talent to drive innovation and stay competitive. Amazon Web Services (AWS) estimates Singapore will need 1.2 million additional digital hires by 2025 to remain competitive in an increasingly digital economy.

Here, we look at the hiring trends taking shape as a result of this economic interplay, along with how they can affect an organisation's low and high-volume talent acquisition strategies. 

Increased Demand for Tech Professionals

Rising demand for new tech capabilities leads to an equivalent increase in skill demands that support them. Employers in Singapore are placing greater emphasis on specific skills and specialisms, especially candidates who possess deep expertise in areas like cybersecurity, software development, machine learning, Internet of Things (IoT), or cloud computing. Candidates with relevant certifications and experience are highly valuable to organisations needing to accelerate or grow business areas, giving these much sought after candidates' freedom of choice in factors like salary, benefits, and career progression pathways.

Agile and Remote Workforce

The Covid-19 pandemic has accelerated the adoption of remote work and agile practices in the tech industry. Organisations are increasingly embracing flexible work arrangements, allowing employees to work remotely or in hybrid models. While this shift has expanded the talent pool as organisations can tap into a wider geographic area for hiring, companies are facing varying degrees of success leveraging the remote work infrastructure to effectively support it. Systems that facilitate seamless teamwork and productivity integration will be key to bringing out the best in your candidates.

A focus on Diversity and Inclusion

During Covid-19, another pandemic was quickly rearing its ugly head – the pandemic of inequity prevalent in industry. Tech companies in Singapore are fast recognising the benefits of building diverse teams that bring different perspectives and experiences to the table and are therefore expanding their search parameters to better accommodate a wider range of individuals. Efforts are being made to eliminate bias in recruitment processes and foster a more inclusive environment, attracting talent from under-represented backgrounds.

Employer Branding and Employee Well-being

Companies are not just hiring more equitably – they are promoting the culture better as well. In a competitive hiring landscape, candidates want to know that their work environment is collaborative and nurturing regardless of their race, sex, or background. Therefore, building a strong employer brand is crucial to attract this top tech talent. Companies are focusing on showcasing their culture, values, career growth opportunities, and work-life balance to appeal to candidates. Moreover, organisations are prioritising employee well-being by offering benefits such as flexible working hours, mental health support, training and development programmes, and a positive work environment.

Data-Driven Recruitment:

The tech industry's affinity for data extends to the recruitment process as well. Companies are leveraging data analytics and AI-powered tools to streamline and enhance their hiring practices. Automated resume screening, predictive analytics for candidate assessment, and data-driven decision-making are becoming integral parts of tech recruitment. These technologies help save time, improve the accuracy of candidate evaluation, and increase the efficiency of the overall hiring process.

The need for efficient, data-driven recruitment solutions is key to any business strategy but building such a capability from scratch can cripple organisations with many goals, but limited budgets. If you are looking to increase your in-house recruitment capacity but not your internal headcount, RPO On-Demand can help. An insights-led, low-volume recruitment solution designed to support organisations experiencing a rapid spike in hiring. RPO On-Demand keeps a laser focus on candidate quality and recruitment spend, made possible with our dedicated RPO On-Demand team of tenured recruitment professionals who will source, screen, and secure the best talent in the market. All you need to do is interview and onboard – if you prefer, we can take care of that too.

Download our guide to find out more about our flexible, low-volume recruitment solution, or contact us to find out how RPO On-Demand can support your unique recruitment needs.