SINGAPORE 317 Robert Walters Global Salary Survey 2016 HIRING LEVELS REMAINED STABLE ACROSS THE SINGAPORE RECRUITMENT MARKET IN 2015. WITH GREATER POLITICAL CERTAINTY FOLLOWING THE GENERAL ELECTION, WE ANTICIPATE GROWING BUSINESS CONFIDENCE AND HIGHER LEVELS OF RECRUITMENT IN 2016. 2015 INSIGHT The banking sector continued to experience difficulties, feeling the impact of further cost cutting and increased offshoring. Across financial services, uncertainty following the China slowdown meant companies were reluctant to increase their permanent headcount, however, this provided a boost to the contract market. The perception of contracting continued to change in 2015. Whilst historically, it has not been seen as a viable career option, we are now seeing highly talented and qualified professionals becoming ‘career contractors’ in search of a better work-life balance and greater flexibility. While banking and finance specialists had fewer new roles to consider, IT professionals had greater choice, experiencing strong demand for their skills. There was particularly high demand for those with specialist skills in cyber security and e-commerce. 2016 EXPECTATIONS Continuing 2015 trends, we expect IT to be the most active area of recruitment, with the creation of a large number of new job opportunities. We are also very positive about the contract market in 2016, and expect companies to offer growing numbers of contract roles. We do not anticipate any great rise in salaries in 2016, as inflation rates in Singapore are likely to remain flat. However, there will be niche areas, for instance cyber security, where salaries could increase markedly, possibly by 10-20%, but this will be for job movers, rather than as a result of salary reviews. In a market likely to be short of candidates, employers who are specific about role requirements and the career opportunities on offer, and who provide clear timelines for their interview process, will find it easier to secure the best talent. Hiring teams need to be in agreement about what they are looking for, to avoid sending mixed messages to candidates. It is also imperative that all stakeholders are agreed on salary budget at the beginning of the recruitment process. Demand for Singaporean talent will continue, following the introduction of the Fair Consideration Framework in 2014, which legislated on local employment quotas. There is a strong pool of local accountancy, marketing and HR professionals but it will prove more challenging to fill compliance, cyber security and e-commerce roles. In order to fill these roles, employers are encouraged to continue attracting local domestic talent as well as Singaporean talent returning home from overseas.* Singapore remains a crucial economic hub for Southeast Asia and will continue to be so for the foreseeable future. We therefore anticipate a dynamic recruitment market to match. *Visit www.robertwalters.com.sg/balik-kampung for further information on attracting overseas Singaporeans
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SINGAPORE
317 Robert Walters Global Salary Survey 2016
HIRING LEVELS REMAINED STABLE ACROSS THE SINGAPORE RECRUITMENT MARKET IN 2015. WITH GREATER POLITICAL CERTAINTY FOLLOWING THE GENERAL ELECTION, WE ANTICIPATE GROWING BUSINESS CONFIDENCE AND HIGHER LEVELS OF RECRUITMENT IN 2016.
2015 INSIGHT
The banking sector continued to experience difficulties, feeling the impact of further cost cutting and increased offshoring. Across financial services, uncertainty following the China slowdown meant companies were reluctant to increase their permanent headcount, however, this provided a boost to the contract market.
The perception of contracting continued to change in 2015. Whilst historically, it has not been seen as a viable career option, we are now seeing highly talented and qualified professionals becoming ‘career contractors’ in search of a better work-life balance and greater flexibility.
While banking and finance specialists had fewer new roles to consider, IT professionals had greater choice, experiencing strong demand for
their skills. There was particularly high demand for those with specialist skills in cyber security and e-commerce.
2016 EXPECTATIONS
Continuing 2015 trends, we expect IT to be the most active area of recruitment, with the creation of a large number of new job opportunities. We are also very positive about the contract market in 2016, and expect companies to offer growing numbers of contract roles.
We do not anticipate any great rise in salaries in 2016, as inflation rates in Singapore are likely to remain flat. However, there will be niche areas, for instance cyber security, where salaries could increase markedly, possibly by 10-20%, but this will be for job movers, rather than as a result of salary reviews.
In a market likely to be short of candidates, employers who are specific about role requirements and the career opportunities on offer, and who provide clear timelines for their interview process, will find it easier to secure the best talent. Hiring teams need to be in agreement about what they are looking for, to avoid sending mixed messages to candidates.
It is also imperative that all stakeholders are agreed on salary budget at the beginning of the recruitment process.
Demand for Singaporean talent will continue, following the introduction of the Fair Consideration Framework in 2014, which legislated on local employment quotas. There is a strong pool of local accountancy, marketing and HR professionals but it will prove more challenging to fill compliance, cyber security and e-commerce roles. In order to fill these roles, employers are encouraged to continue attracting local domestic talent as well as Singaporean talent returning home from overseas.*
Singapore remains a crucial economic hub for Southeast Asia and will continue to be so for the foreseeable future. We therefore anticipate a dynamic recruitment market to match.
*Visit www.robertwalters.com.sg/balik-kampung for further information on attracting overseas Singaporeans
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Singapore remains a crucial economic hub for Southeast Asia and will continue to be so for the foreseeable future, with a dynamic recruitment market to match.
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KEY FINDINGS
With the Singapore general election determined, growing business confidence and higher levels of recruitment are expected in 2016.
Salaries are expected to remain flat in 2016, though specialists in niche areas, such as cyber security, could expect possible increases between 10-20%.
Overseas Singaporean professionals considering returning home
SALARY INCREMENTTop factor for finding a new job
+ 4%Year-on-year increase in the number of jobs advertised in Singapore in 2015
+ 19%Year-on-year increase in advertised roles in medical services
+ 16%Increase in annual job advertising for IT roles
TOP REASONS WHY SINGAPOREANS LEAVE THEIR JOBS
Limited growth at company Felt undervalued
Perception of being underpaid
(Whitepaper)
AJI: Robert Walters Asia Job Index Q3 2014 v Q3 2015.Robert Walters Returning Asians Survey 2015, 654 respondents.Whitepaper: Robert Walters Research, ‘Insights from the Exit Process’ 2014, 803 respondents.
(AJI)
(AJI)
(AJI)
(Returning Asians Survey)
82%
(Whitepaper)
SINGAPORE
OVERVIEW
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ACCOUNTING
Accounting and finance recruitment levels remained reasonably buoyant across most areas in 2015.
The professional services and pharmaceutical industries saw consistent hiring, largely due to the growth of product lines and the expansion of regional headquarters to support the demands of the high-growth economies across Southeast Asia.
We witnessed a greater need for junior to mid-level candidates compared to senior professionals, most likely due to the rapid turnover of junior employees.
Increased demand for Singaporean professionals has continued following the introduction of the Fair Consideration Framework (where hiring managers need to demonstrate they have considered all Singaporean candidates before looking elsewhere). Over the longer term, diminishing birth rates in Singapore will create larger skills gaps that may have to be filled by overseas candidates. However, in the current environment, Singaporean professionals with international work experience who are willing to travel remain highly sought after.
The contract market was very active during 2015, particularly in the pharmaceutical, shipping, commodities and retail sectors, where we saw an increased demand for mid-level professionals who could fill interim positions for projects. We expect this trend to continue into
2016 as employers recognise the value add that contractors can bring to the business.
As permanent headcount and budget constraints are anticipated, some organisations will increasingly turn to contract positions with a view to converting them into permanent roles. However, over the next 12 months, we believe employers will face major challenges when hiring junior to mid-level contracting candidates, due to the high turnover of professionals in this area.
We expect that specialists in treasury, tax and internal audit will remain highly sought after. For companies searching for these key skill sets to fill permanent roles, a swift and efficient recruitment process is vital. If the hiring process is too drawn out, or the employer fails to convey the compelling career opportunities their company offers, a suitable candidate is likely to opt for a rival who presents a more convincing proposition.
Those companies who demonstrate a genuine commitment to training and development, who support flexible working hours, and who offer excellent opportunities to work internationally, will find it easier to attract and retain high-calibre professionals.
BANKING & FINANCIAL SERVICES
We saw an overall hiring slowdown for product control positions in banks and financial institutions in 2015, with the majority of hires being replacement-based rather than new roles. In addition to this, continued offshoring and cost management measures within banking
contributed to reduced demand for accounting and product control candidates.
Recruitment by securities and brokerage firms was also subdued, due to a slowdown in growth within both markets, and again, hiring was predominantly for replacement roles. However, some areas fared better. Internal audit recruitment remained active across banks and non-banking financial institutions, following tightened regulatory controls. In particular, compliance audit candidates were in high demand.
Professionals within capital markets and insurance were also highly sought after as new entrants joined the market and stricter regulatory requirements came into force. Insurance companies were keen to hire senior finance professionals, especially those with experience in the region.
Meanwhile, asset management companies found it difficult to hire professionals with experience in fund accounting. It was particularly challenging to find candidates from hedge fund or private equity backgrounds due to the limited talent pool.
During 2016, we expect strong competition among hiring managers for accounting and product control professionals, specifically those with exposure to managing regulatory change. In addition, we expect the shortage of internal audit candidates in compliance, private banking and corporate banking to continue.
Within compliance, private banks and asset management firms sought specialists skilled
KEY TRENDS
► In light of the candidate-driven market, hiring teams need to be in agreement about what they are looking for. It is also imperative that all stakeholders are agreed on salary budget at the beginning of the recruitment process.
► Very strong demand is expected within information and cyber security as companies seek to reduce vulnerability to evolving hacking or breaching mechanisms and threats.
► While contracting has not historically been seen as a viable career option, we are now seeing highly qualified professionals becoming ‘career contractors’ in search of a better work-life balance.
► Business leaders are becoming more demanding of the HR function as they look to HR professionals to produce strategies in support of revenue growth.
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in financial crime avoidance as well as anti-money-laundering. As these professionals conduct due diligence on their high-net-worth clients (to ensure regulatory adherence) they are critical to operations. This upswing in hiring was followed by a slowdown as headcount budget became more conservative. Companies became more cautious when hiring, which lengthened the recruitment process, making it difficult to maintain candidates’ interest.
Those compliance professionals with proven track records and familiarity with Singapore regulations were popular hiring choices. Local regulatory experience was an exceptionally important prerequisite, as compliance specialists are the key point of contact between regulator and company.
For front office roles, recruitment levels remained steady for junior to mid-level candidates across corporate and transaction banking. When it came to senior hires, the majority of banks filled these positions through internal promotions, helping to preserve corporate culture.
Competition for experienced Singaporean candidates again remained high due to the Fair Consideration Framework. Hiring managers sought bankers with a background in specific sectors, notably technology, energy, media and telecommunications. Specifically, they were looking for candidates with strong client portfolios who could immediately contribute to existing teams. However, companies struggled to find strong local corporate finance professionals with extensive deal exposure due to a scarcity of talent.
We envisage specialists in cash management, trade finance sales and structured trade will continue to see job opportunities due to anticipated growth in these areas. Singapore-based bankers with regional experience will also be required due to the importance of cross-border transactions.
Within the corporate governance sector, we saw levels of hiring in compliance surpass those of risk for the first half of 2015. However, companies still recruited in key risk areas – global events and new regulations have had
a major effect on recruitment activity. Higher levels of computer hacking worldwide meant there was an increased focus on data leakage prevention and cyber security, as organisations sought to strengthen their internal risk management culture.
Understandably, organisations sought to strengthen those defence roles which sit directly in the front-line of technology and operations functions. Every large and multinational company is looking to mitigate risk wherever they can. However, employers will find it hard to recruit operational risk managers with knowledge of front office controls and a private banking background, as well as credit risk managers with financial institutions coverage. Those with sufficient credentials in these areas are in short supply and companies are considering overseas applicants for niche areas, including quantitative risk.
HUMAN RESOURCES
Demand for permanent HR professionals remained fairly robust in 2015, particularly for junior to mid-level roles. More candidates considered contract roles during the year and hiring managers were often able to access this flexible pool of talent, particularly at the junior to mid-levels.
Three key market observations influenced recruitment as 2015 progressed. The first saw a number of companies’ offshoring HR services to lower-cost locations outside of Singapore. Transactional HR processes were the focus of outsourcing, for example: payroll administration, benefits administration, training support and general administration. We anticipate this trend will continue in 2016. The second trend witnessed organisations and business leaders become more demanding of the HR function as they looked towards HR professionals to produce strategies in support of revenue growth. Candidates with the ability to translate HR strategies into measurable outcomes across a business will therefore be highly sought after in 2016.
SINGAPORE
OVERVIEW
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HUMAN RESOURCES CONTINUED
Change management, problem solving and stakeholder management skills were also required in senior-level HR positions. Despite the move to a business-partnering HR function, a number of restructures and reorganisations resulted in much leaner HR operations. As a result, candidates were still expected to be hands-on, regardless of their seniority in the organisation.
While more regional HR roles continued to sit in Singapore, a third trend evolved as more HR roles with Southeast Asia remits emerged. The complexities faced by organisations as they invested in the Asia Pacific region meant a higher level of dedicated support was required, especially from candidates with a strong understanding of local labour laws in each market. We’ve observed that candidates perform better in regional HR business partner roles when they have a strong knowledge of employment laws across the region.
INFORMATION TECHNOLOGY
Demand was relatively strong across financial services for both permanent and contract IT specialists.
There were several key drivers of recruitment in 2015. For example, extensive overhauls of the technology risk and regulation framework created a greater need for experienced security and technology risk professionals.
With more offshoring of IT services than anticipated, high-touch senior delivery professionals (both projects and service delivery) were also in demand. Those who could combine very strong technical and commercial skills were highly sought after.
In addition, as organisations sought to minimise their vulnerability to constantly evolving hacking or breaching mechanisms, we witnessed a spike in recruitment for cyber security professionals. We foresee continued demand in this area during 2016 as companies upgrade their technology to improve customer experience.
E-commerce has not yet had a profound impact on Southeast Asia – the region is undoubtedly
playing catch-up with China in this regard. Online business is set to be a key growth area in Singapore and this is reflected in the confidence retailers have shown in strengthening their digital strategies to boost revenues.
These efforts have resulted in an increased need for IT professionals skilled in online and digital project delivery, mobile and application development, user experience, service design, big data and marketing analytics. Specialists in these areas will continue to be popular hiring choices in 2016.
For the short term at least, we anticipate hiring managers will struggle to employ Singaporean candidates across all areas of IT. This is due to the increased salary levels needed to retain highly skilled IT professionals who are in the privileged position of having multiple job offers. In order to safeguard the efficient running of their business and minimise staff turnover, employers are encouraged to ensure top-tier employees receive competitive salary packages.
LEGAL
In the first half of 2015, recruitment in the legal sector was largely candidate driven, with more roles available than people to fill them. Both law firms and in-house legal teams offered positions for qualified professionals. In general, hiring managers found it tough to recruit the highest quality candidates since those with the required skills and experience were in short supply.
Singapore’s growing position as an arbitration hub bolstered hiring levels within private practice, and boutique law firms also sought arbitration partners. Local law firms determinedly sought Singapore-qualified lawyers to build existing teams, while their foreign counterparts recruited professionals with the necessary legal experience to expand into new areas such as technology, media and telecommunications.
In-house legal teams grew in size during the year and, as a consequence, hiring managers were keen to attract legal professionals with proven track records and familiarity with the Singapore market. Law candidates with data protection expertise were of particular interest
to employers following the introduction of the Personal Data Protection Act (PDPA).
SALES & MARKETING
CONSUMER AND TECHNICAL HEALTHCARE
FMCG firms reduced their regional marketing headcount in 2015 as they reworked internal reporting structures to consist primarily of global and local positions. Against this backdrop we saw a reduction in hiring levels.
Recruitment within financial services consisted largely of hires in corporate communications. Encouragingly, these were newly-created positions triggered by the growth of wealth management divisions.
Pharmaceutical companies focused on the consumer healthcare business in 2015, with new brands entering the retail sector. Some firms also set up their own direct operations, adopting a straight-to-pharmacy distribution model, to enable better supply chain control. This created opportunities for brand, product and marketing managers. In 2016 however, we anticipate relatively flat levels of hiring as companies focus on consolidation, pre and post mergers and acquisition activity. Medical affairs professionals will continue to be in demand though, as companies seek to strengthen their pipeline.
2016 Outlook
With the growing popularity of e-commerce and mobile applications, professionals with strong digital marketing experience are likely to see more job opportunities in 2016. We also anticipate increasing demand for candidates with experience in emerging markets as more multinational companies look to expand into Indonesia, Vietnam and Thailand.
The most in-demand professionals with regional marketing, local sales and medical affairs experience will command salary rises of 15% when moving roles, and employers will need to offer attractive remuneration packages to secure the best talent.
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B2B & INDUSTRIAL
2015 saw fairly stable recruitment levels across key B2B sectors, including IT and telecommunications. Across sectors, employers sought professionals with commercial marketing skills and salespeople with the ability to build new business. However, recruitment often proved challenging due to a shortage of candidates with these skill sets.
2016 Outlook
In 2016 we expect the marketing function to be increasingly focused on ROI as companies seek to justify their marketing spend. Marketers with commercial capability are therefore likely to see greater employment opportunities. As a rising number of multinational companies enter the Singapore market, and with a growing demand for local talent following the introduction of the Fair Consideration Framework, we anticipate further pressure on an already limited talent pool in 2016.
We will also see more companies, in particular within the manufacturing industry, investing in hiring professionals from Vietnam, the Philippines, Indonesia and Thailand in order to ‘localise’ businesses which are experiencing growth. However, we are likely to see a decrease in recruitment within the oil & gas industry due to the falling prices of crude oil and a corresponding drop in business activity. Moderate salary increases are expected in 2016, averaging 10-12%, due to falling employment levels in oil & gas affecting businesses.
SECRETARIAL & SUPPORT
We saw high levels of demand for permanent secretarial and support staff in 2015. Major restructuring within multinational companies created a steady requirement for personal and executive assistants with experience in supporting multiple departments including marketing, IT and finance.
Similarly, the financial services, insurance and legal sectors saw increased hiring levels due to growth and expansion plans. In particular, demand for experienced legal secretaries rose as new global law firms established operations in Singapore.
An increasing number of contract hires were made to ensure internal projects within organisations ran seamlessly. Interim specialist executive assistants and team support staff were also in demand to support multiple divisions. However, due to a shortage of language skills, employers experienced difficulties trying to hire bilingual professionals.
We expect top-tier executive secretaries and office managers who are able to oversee the running of an office independently, to be highly prized hires in 2016. In addition, as more firms encounter strict budgeting and headcount restrictions, team support secretaries with the ability to support whole divisions, as opposed to just one member of senior management, are likely to witness increased opportunities in 2016.
With many companies restructuring or working
on expansion plans, professionals able to support such activity will be in demand. Those with specific experience, such as setting up new offices in Singapore, will be able to command higher salaries.
SUPPLY CHAIN & PROCUREMENT
The consolidation and reorganisation of the supply chain and procurement functions among multinational companies had a negative impact on permanent recruitment activity in 2015. As a result, we saw an increase in opportunities for contract candidates as companies adopted more cautious hiring practices.
Professionals experienced in strategic and operational change management, mergers and acquisitions, post-acquisition integrations, and ERP implementation, found it easiest to secure new positions.
Recruitment at junior to mid-level was particularly active in the FMCG, healthcare, medical devices and automotive sectors. In comparison, the oil and gas, chemicals and manufacturing industries experienced a dip in hiring activity as multinational companies restructured their supply chain and procurement business units, in order to keep headcount lean.
A number of firms established regional logistics hubs and global procurement teams in 2015. This created demand for both permanent and contract hires with employers seeking those able to perform dual roles, for instance operational and improvement functions. These supply chain and procurement professionals were required to be adaptable to dynamic business environments and continuous change in strategy and operations.
We anticipate that as supply chain and procurement functions are expected to undergo more consolidation and restructuring, candidates experienced in change and project management will continue to see a steady stream of opportunities in 2016. However, these professionals will prove difficult to hire owing to a shortage of suitable talent in the market.
15%Salary increases anticipated for marketers moving jobs in 2016
10-20%Salary rises expected for supply chain specialists changing jobs in 2016
10-20%Salary increases anticipated for IT professionals switching jobs in 2016
NB: Figures are basic salaries and exclude employer's CPF contribution. Figures will vary depending on whether the incumbent is holding a regional/global role.
NB: Figures are basic salaries and exclude employer's CPF contribution. Figures will vary depending on whether the incumbent is holding a local/regional/global role.
The above listed positions are also available on a contract basis of which the monthly rates will be pro-rated against the annual salary of permanent roles.