As businesses in Singapore adapt to changes in hiring practices in 2024, there’s a noticeable move towards valuing candidates’ skills and attitude, according to a recent report by Randstad.
Employers increasingly prioritize candidates’ potential for growth alongside their existing skills and motivations.
“Digital transformation and organizational optimization underscore the importance of continuous learning in Singapore,” Dass remarked, highlighting the critical role of adaptability and ongoing skill development.
Associate Professor Wu Pei Chuan from the National University of Singapore (NUS) Business School echoes these findings, emphasizing the dual importance of skills and attitude in the recruitment process. Beyond technical and digital prowess, employers are increasingly valuing candidates’ self-efficacy, curiosity, and lifelong learning mindset.
“For employers looking to attract key talent, reflecting on their Employer Value Proposition (EVP) is crucial,” Wu suggests. With job seekers increasingly seeking purpose and meaningful work, the differentiation of EVPs becomes paramount in positioning an organization as an employer of choice.
Moreover, Wu suggests customizing EVPs to cater to the specific needs and preferences of different employment groups, enhancing their appeal to a diverse range of candidates.
However, it’s not just employers who hold sway in the recruitment equation. Candidates wield significant bargaining power, considering factors such as career progression, upskilling opportunities, and long-term growth prospects within a company.
As the recruitment landscape continues to evolve, HR teams are challenged to not only attract top talent but also retain them by offering compelling EVPs and opportunities for ongoing development and advancement.
In the competitive arena of talent acquisition, the ability to adapt to these emerging trends and cater to the evolving needs of both employers and candidates will be instrumental in shaping recruitment strategies for success in 2024 and beyond.