There are three significant realities for any new subsidiary entering into the local environment:
1. Singapore enjoys almost complete employment (unemployment rates have fluctuated between 2 to 2.5% of the active population for the last 5 years) and increasingly leads to a restriction driven immigration policy so the replica watches uk talent pool is by its nature, extremely limited.
2. Singapore enjoys almost complete employment (unemployment rates have fluctuated between 2 to 2.5% of the active population for the last 5 years) and increasingly leads to a restriction driven immigration policy so the replica watches uk talent pool is by its nature, extremely limited.
3. There are certain specific skill sets that are very rare and highly in-demand in Singapore.
Managers opening a new subsidiary are often disconcerted by one of the key dimensions of local Human Resources: Singapore is a “candidate driven market”.
It is the responsibility of an employer to attract highly skilled-people and crucially be aware of how to retain them. This paradigm is the reverse of Europe where job-seeking candidates are plentiful. Managers must adapt their recruitment approach and practices to suit the reality of hiring conditions in Singapore.
Any new hires or recruitment projects have much fluidity and can evolve frequently when confronted with the realities of the available local talent. It can shift towards a more senior profile than first imagined or be split into two roles in order to cover all necessary competencies. Sometimes the “Hiring manager” has to show flexibility with the initial expectations and catch unexpected opportunities: an encounter can lead to reshaping the job content or even the organization.
For more information about talent recruitment service, please view Talent Spot website:
