Where companies once used traditional methods of executing everything manually, their human resources (HR) personnel were bogged down with hours of tedious but essential admin work. These processes can be time-consuming, cumbersome, and laborious because they’re all compliance-driven. 

Now, with the premium on top talent in today’s highly competitive job market, HR has moved from a backend administration role to a frontline strategic function. Which can only mean one thing: A greater pressure on them to perform well in their employee management and candidate experience.

Enter HR tools, which are the wide range of technological solutions that help companies manage their day-to-day HR activities effectively, while also achieving improved efficiency. In a survey carried out to determine the opportunities present for HR tech to grow, it was found that 58% of HR professionals used three or less tech tools. 

So, while it’s true that HR teams now utilise some of the more common tools in their day-to-day tasks, there’s still plenty of room for further adoption. Let’s face it, without them, your company will be lagging, and that’s going to cost you when it comes to attracting and retaining the best talent. 

Without further ado, let’s take a closer look at some of the essential HR tools that your company should be implementing in 2023, and beyond!

1) Human Resources Information System (HRIS)

The HRIS is essentially a software solution that’s used to collect, store, manage, and process data on a company’s employees, as well as its policies and procedures. As a software that performs various functions in order to streamline and support HR tasks, as well as help manage their processes, here are some of its everyday uses:

A HRIS is important for companies because it provides several benefits, such as:

Recommended Human Resources Information SystemsPrice
1) WorkdayPrefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts at USD99 per user/month.
2) SAP SuccessFactorsTiered pricing for annual subscriptions starts at USD85 per employee for companies with up to 100 employees (about USD8 per employee/month), and drops from there depending upon the size of the user base.
3) ADP Workforce NowPrefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts at USD62/month, though the average business should expect to spend a lot more than that.
4) Oracle HCM CloudConsists of three pricing editions; Help Desk (USD4 per employee/month), Talent Management (USD10 per employee/month), and Global HR (USD15 per employee/month).
5) UKG ProPrefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts from USD600 per year for every five users.

2) Employee Onboarding Software

Employee Onboarding software is a tool that automates and streamlines the process of introducing new hires to a company, covering tasks such as orientation, paperwork, and training. This is to help new hires get up to speed quickly and efficiently, improving their overall experience and reducing the time it takes to become fully productive. Some of the functions include:

An Employee Onboarding software is important because of several benefits, including:

Recommended Employee Onboarding SoftwaresPrice
1) BambooHRBambooHR charges on a monthly or quarterly subscription basis, costing between USD6 and USD12 per employee/month. As a company's employee count rises, BambooHR pricing will decrease with volume.
2) LeverPrefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts from USD300 a month for a company of up to 10 people.
3) JazzHRConsists of three pricing editions; Hero at USD49/month (when billed annually), Plus at USD239/month (on an annual plan), and Pro at USD359/month (on an annual plan).
4) iCIMSPricing is based on the number of users, number of products, and integration with any iCIMS partners, where the paid version starts at USD1,700/month.
5) WorkableConsists of three pricing editions; Paygo at USD129/month (pay per job), Standard at USD299/month (pay upfront, commit annually), and Premier at USD599/month ((pay upfront, commit annually).

3) Performance Management System

A Performance Management System supports companies in evaluating and managing performance appraisal, goal setting, feedback, and continuous performance tracking. Companies are thus able to improve performance, align employee goals with business objectives, and make data-driven decisions about employee development and compensation. This software can perform the following functions:

Companies should consider a Performance Management System because of benefits like:

Recommended Performance Management SystemPrice
1) 15FiveConsists of four pricing editions; Engage at USD4 per user/month (billed annually), Perform at USD8 per user/month (billed annually), Focus at USD8 per user/month (billed annually), and Total Platform at USD14 per user/month (billed annually).
2) JazzHRConsists of three pricing editions; Hero at USD49/month (when billed annually), Plus at USD239/month (on an annual plan), and Pro at USD359/month (on an annual plan).
3) ReflektiveCosts USD7,500 flat rate, and is a subscription-based software package.
4) LatticeConsists of a main pricing edition with optional add-ons; Performance Management + OKRs & Goals (USD11 per person/month), Engagement (additional USD$4 person/month), Grow (additional USD4 person/month), and Compensation (additional USD6 person/month).
5) Culture AmpConsists of three pricing editions; Engage (from USD5 per person/month), Perform (from USD11 per person/month), and Develop (from USD4 per person/month).

4) Time And Attendance Tracking Software

This software is a tool that enables companies to track, manage, and report on employee time and attendance. It automates the process of recording employee hours, making it easier for companies to ensure compliance with labour laws. Furthermore, it improves accuracy, reduces administrative burden, and provides valuable insights into workforce utilisation. The following are just some of its functions:

This software is able to provide companies with several benefits, such as:

Recommended Time And Attendance Tracking SoftwaresPrice
1) QuickBooksConsists of four pricing editions; Simple Start (USD15/month), Essentials (USD27.50/month), Plus (USD42.50/month), Advanced (USD100/month).
2) When I WorkConsists of two pricing editions; Standard (USD2.50 per user/month), and Advanced (USD6.00 per user/month), with optional add-ons available for both plans.
3) HomebasePrice: Consists of three pricing editions; Essentials (USD20 per location/month), Plus (USD48 per location/month), and All In One (USD80 per location/month).
4) DeputyPrice: Consists of three pricing editions; Scheduling (USD3.50 per user/month billed monthly), Time & Attendance (USD3.50 per user/month billed monthly), and Premium (USD4.90 per user/month billed monthly).
5) Bitrix24Price: Consists of four pricing editions; Basic at USD61/month (five users), Standard at USD124/month (50 users), Professional at USD249/month (100 users), and Enterprise from USD499/month (from 250 users).

5) Employee Benefits Management System

This is a tool that automates the administration and management of employee benefits programmes, by streamlining the process of enrolling in and managing benefits, thus simplifying the process for both employees and HR teams. The goal is to reduce administrative burden, improve the accuracy of benefits data, and enhance the employee experience. Here are just some of the functions to expect:

It’s important for companies to consider this software because it provides several benefits, including:

Recommended Employee Benefits Management SystemsPrice
1) ZenefitsPrice: Starting off with a base plan at USD10 per employee/month, companies can choose to add-on further features which is the Growth plan at USD20 per employee/month or the Zen plan at USD27 per employee/month.
2) GustoPrice: Consists of three pricing editions; Simple at USD40/month (plus USD6 per person/month), Plus at USD60/month (plus USD9 per person/month), and Premium which is tailored to each company’s individual needs.
3) BenefitfocusPrice: Costs USD2-USD4 per user/month, depending on whether you get the base features or the full product stack.
4) ADP TotalSourcePrice: Prefers to deal with each company directly to give a tailored quote for their needs. However, some reports have mentioned that pricing usually starts at around USD85 per employee.
5) Paychex FlexPrice: The introductory plan (Paychex Flex Essentials) costs USD39/month plus USD5 per employee.

6) Learning Management System (LMS)

A Learning Management System (LMS) is a software application that facilitates the administration, delivery, and tracking of educational courses or training programmes. It provides an efficient and effective way to manage and deliver learning content as well as track employee progress and achievement. This software can perform the following functions:

It’s important for your company to consider this software for its benefits like:

Recommended Learning Management SystemsPrice
1) TalentLMSConsists of four pricing editions; Starter at USD69/month (billed yearly), Basic at USD149/month (billed yearly), Plus at USD279/month (billed yearly), and Premium at USD459/month (billed yearly).
2) DoceboTwo types of flexible plans available – Growth and Enterprise – with a subscription-based pricing model that’s based on the number of active users per month.
3) Talent LMSConsists of five pricing editions; Starter at USD69/month (billed yearly, up to 40 users), Basic at USD149/month (billed yearly, up to 100 users), Plus at USD279/month (billed yearly, up to 500 users), Premium at USD459/month (billed yearly, up to 1,000 users), and Enterprise which requires a custom pricing but allows for more than 1,000 users.
4) SAP LitmosStarts from USD6 per user/month (for 150 to 500 active learners), the SAP Litmos Pro subscription needs at least 150 active learners. Larger companies get a better deal (for 501 to 1,000 active learners) since the cost is USD4 per user/month.
5) Absorb LMSSmall businesses can purchase an Absorb LMS licensing fee for USD800/month plus a 12-month user fee of USD16 per active user. Hosted pricing starts at USD1,350/month (or USD14,500/year) for up to 500 users. It's USD4,850 per month (or USD52,380 per year) for up to 5,000 users, and USD8,850 per month (or USD95,580 per year) for up to 17,500. 

Time To Level Up To HR Tech

HR teams face the increasingly difficult challenge of attracting top talent to their companies, and retaining current employees. This involves understanding the current job market and competition for talent, as well as developing the necessary strategies to attract and retain employees. Additionally, they'd also need to ensure that employees are engaged and satisfied with their work, which is essential for improving productivity and reducing turnover. This involves regularly surveying employees to gauge their satisfaction, including helping employees grow and develop in their careers.

What better way to do all of the above than to start adopting HR tech in order to help your HR team automate previously-tedious processes as much as possible, including using data to take advantage of better people skills. If you're looking for that edge above your competitors, this list of must-have tools will allow a crucial shift of your HR's focus from administrative to strategic, which will then completely change the role of the HR team (in a much-needed way!) within the business operations as a whole.


Hiring is a challenge for most businesses. It's more than just finding new employees, or the onboarding and training process. Did you know that only a handful of companies take less than a month for their typical time-to-hire? The remainder will see the length of their own hiring process fall anywhere between one to four months!

The time it takes to hire just one person can have a significant impact on a company’s bottom line, especially if they're competing with other companies for the top talent. For example, a study by HackerRank found that the time-to-hire rates can reach up to 45 days for tech and digital roles at large companies. Translation: That's 45 days of lost productivity, wasted money on advertising/job boards, or both! 

You see, recruiters and/or hiring managers spend a lot of time making sure that the candidates are suitably qualified for the position, there aren't any red flags, and that he/she will be a good fit for the company culture, among other steps. This can be challenging when you have limited resources, and hundreds (or even thousands!) of applicants for each open role. Added to that is the great pressure to hire quickly, so that they can fill open roles faster than their competitors do. They also want to make sure they're hiring only the best; if they don't get it right, they'll lose out on valuable talent (and money).

Here's another thing to consider: Most hiring managers don't have that much of a budget to work with (unless you’re working for a mega corporation). In fact, according to research carried out by HR software company Personio, 55% of HR managers have either had their budgets already slashed, or are expecting them to be slashed in the coming months, as businesses prune their budgets in preparation to face a potential global financial crash.

So how can hiring managers find great candidates for their open roles? And how can they speed up this process so they don't lose out on valuable talent? In many cases, you can bring your time-to-hire down significantly if you follow some simple strategies. But first…

What Is ‘Time-To-Hire’, And Its Importance?

The term 'time-to-hire' (TTH) refers to the measure of how long it takes to close one position, which starts from posting the available job role, right up until the day you make an offer.

Hiring is a crucial performance pointer for HR teams. A short TTH shows that your team is well-organised and efficient in its process of recruiting, possesses good communication skills, plus having the ability to effectively handle both internal stakeholders and external candidates. In addition, it’s more likely that candidates will be satisfied with the level of treatment and candidate experience they receive during their applications.

Taking too long to fill the openings, or even making a bad hire, will be very costly in the long run. Research shows that even an average employee can cost a company around USD3,500, both direct and indirect. If you're wondering why this is so, it's important to note that there are various potentially high costs involved in the recruiting process, such as advertising the job role, the time cost of a recruiter (internal or external) in reviewing resumes and performing other relevant tasks, the time cost of the person conducting the interviews, background checks and screening, as well as various pre-employment assessment tests.

When you're looking at the number above, think about how much money would be lost if you needed to hire for more than one role, more so if the new employee(s) chooses not to stay after their probationary period; that's thousands of dollars and months of productivity lost!

What Is The Average Time-To-Hire?

There’s no “one-answer-fits-all” here, but it can be safely stated that the time taken by your company to hire one person is probably longer than you think!

According to one study, the average TTH in organisations around the world is 42 days – that’s just a little over two months! However, there are also many variables to be taken into consideration that can impact the TTH, such as location, industry, and qualification level of the candidate. 

For example, some countries experience much longer times, like India with an average of 58 days. In comparison, the United States notes an average of 38 days, with Australia, Singapore, and Hong Kong looking at averages of 36 days, 30 days, and 29 days, respectively. The statistics also vary between industries: Software companies tend to have a quicker rate at about 36 days, whereas accounting and consulting firms take an average of 55 days.

The longest TTH occurs when businesses are not properly equipped to hire, or don't have a proper process in place to determine which candidates should move forward. It also happens when they have a shortage of quality candidates available (i.e., too many unsuitable applications), or if they don't know how long their decision making process will take, so they delay moving someone through until they've made up their mind. Other reasons include complexity around internal processes, or issues where there isn't enough information available on why some candidates aren't moving forward even though they've shown that they might be a good fit.

3 Examples Of Companies Which Have Very Short Time-To-Hire

Uber, Airbnb, and Netflix are three companies that have a relatively short TTH. In fact, they're some of the fastest to hire on average, because they don't waste too much time on recruiting, interviewing, and processing candidates. Let's have a look at each one:

1) Uber

They utilise a simple five-step hiring process which involves submitting an application online. The applicant would then go through two rounds of interviews (online or in-person), complete an extensive background check; undergo drug testing, and then having a final onsite follow-up meeting with a HR representative.

2) Airbnb

With an eight-step hiring process, first, fill out their application form and if selected, you'll get interviewed over Skype or phone by one or more recruiters at different times. You'd then need to attend a meeting at their office in San Francisco or London for further interviews by team members and management; go through a technical assessment when invited back for another round of interviews; pass an extensive background check before being offered employment!

3) Netflix

The hiring process at Netflix is simple yet effective – applicants must submit their resumes via email then wait until they hear back from them within 48 hours regarding the next steps, which includes video interviewing over Skype before getting invited for face-to-face assessments at their respective offices. The final step involves getting hired after passing both tests above as well as an extensive background check successfully!

6 Benefits To Explain Why You Should Reduce Your Time-To-Hire

1) Hire faster and with less risk

The faster you hire, the more time you have to focus on your company's core business. A quick hiring process also means that hiring managers will be able to evaluate candidates more thoroughly before making a final decision about who gets hired – and if there's anything about a candidate that isn't quite right for the position, it's easier to reject them without feeling too guilty or apologetic (which can leave both parties feeling awkward).

2) Reduce your hiring costs

Who wouldn’t be happy when told: “You get to save money by cutting down on recruitment agency fees and other costs associated with hiring”? It's estimated that companies lose USD1 billion annually due to bad hires; by cutting down on how long it takes to make those hires, they could save themselves tonnes of money in reduced costs associated with mistakes and employee turnover.

3) Avoid losing out to competitors

There will always be other companies who are able to hire quicker than yours. If it takes too long for you to close on a candidate, there may be some top talent who will be lured away from under your nose. There's a term called 'salary cost' which you'd need to be aware of: If you wait too long, the candidate may receive a better counteroffer from your competition, resulting in a bidding war, thus increasing the salary cost.

4) Attract the top talent

A faster TTH will help you attract better candidates, because it means less wasted time in interviews, which will in turn show that people want to work at your company, and you’re able to respond efficiently. That translates into savings as well – you won't need as many recruiters or advertising dollars because of how quickly jobs are filled up after being posted online. Ultimately, you’ll have a greater peace of mind in knowing that they'll be more likely to say yes when you ask them if they want to come work for you.

5) Improve your company culture

A shorter hiring process can also improve your company's culture. As mentioned above, it will show that people are eager to work at your company – and they'll be even more excited once they're hired! This means that you'll be able to attract the top talent and get them on board faster. 

6) Boost productivity

Finally, a shorter TTH will help boost productivity by making sure there aren’t any gaps in the workforce when people leave for other jobs or retire. This means that you'll be able to get more done in less time, which will help them achieve their targets faster, and aid in making your employer brand stronger by showing how quickly things get done at your company. Did you also know that lost productivity cost businesses a shocking USD1.8 trillion every year?

Ready To Find Quality Candidates Faster, And Save Money?

The bottom-line: A shorter time-to-hire can help companies find quality candidates faster and save money. The quicker you can bring someone on board, the sooner they can start contributing to your company's bottom line.

This metric is also an effective way for management teams to measure how well their recruiting are performing. If a company consistently has longer than average time-to-hires for similar positions, this may indicate that there is a need for improvement in recruiting practices or onboarding processes. TTH can also be used as a proxy for quality of hiring process: If candidates tend to not accept offers quickly after being selected, or if they leave shortly after starting work, then this suggests that there may be issues with retention or performance expectations related back to recruitment efforts by managers who were involved in making those selections.

To sum up, your company's TTH involves several stages. It takes a long time to hire one person, and even longer to find the right fit, because the recruiter/hiring manager has to go through multiple steps before making a decision to offer or not on an employment contract. Which is why it's incredibly important to have the right people working together with you in order to help expedite everything, thus helping you save valuable resources. Enter GRIT Talent Platform, which not only cuts hiring time to 2-3 weeks on average and allows you to select from the active candidates database that’s growing 300% month-on-month, it also provides you with an automated interview scheduling and feedback feature to cut time spent on managing the recruiting process by 70% on average. The best part: It only costs USD999, which is a stark contrast from the four-figure amounts you would normally face in a typical cost per hire!

Join over 500 companies that are hiring (effectively and efficiently) with GRIT!


When it comes to hiring, you need to be thinking globally. Even more so in 2023, when the new norm is having colleagues from all over the world, and half of your company is probably working from home in their pyjamas! Now that it’s time to step up your recruiting efforts in doing your best to source and onboard new people, companies are still facing the same challenge – the struggle to find and retain top talent.

Which is why we’ll be talking about looking out for the four hiring trends in 2023 that may affect your business, and how to use them to get better results, with less time spent on hiring.

1) Remote (Or Hybrid) Work Is Now The Way Forward

As the world continues to move away from traditional work schedules, remote work is becoming more popular. According to Gallup’s research, 56% of employees (that’s more than more than 70 million workers!) say that their job can be done working remotely from home. Remote workers are happier overall, more productive, and engage in better relationships with their co-workers (and even bosses!) than office-bound employees – simply because they can spend more time with friends and family.

This trend is only going to grow exponentially as millennials become the majority of the workforce; they’re already leading in this area, and they want it both ways – work remotely sometimes or even all the time, plus having flexible hours and schedules. Additionally, it's important to note that millennials aren't alone: The Gen Z (born between 1995-2014) also want flexible jobs so they can easily juggle personal commitments outside of work. 

In fact, 65% of Gen Zers would consider leaving a job if they didn't have access to flexible hours or remote working options. One example of how remote and/or hybrid work is playing such an important role in today’s way of work is Apple Inc.’s employees, who fought back and issued a petition shortly after its senior leaders told employees that they had to return to the office for at least three days a week, arguing that staffers can do "exceptional work" from home. Whereas many major companies including Atlassian, Coinbase, Citigroup, McKinsey & Company, and Gusto are offering permanent remote- or hybrid-work options. So, companies that offer this kind of flexibility get ahead in attracting top talent by providing what these generations want the most: Flexibility!

Recruiting tips:

“With all things being equal, hire for fit rather than skill, and run a hiring trial period,” said Mark Faggiano, CEO, TaxJar. He developed an interview process that contains specific steps to test for both skill and cultural fit (the ability to do great work in a 100% remote environment). “Though the process with the hiring manager is primarily skills testing, we’re looking as much for fit as dexterity, because we’ll take fit over skill all day long.”

After being selected, the candidate will have to go through a “Mutual Trial”, that lasts anywhere from 30 to 90 days. It allows both parties to figure out if they’re actually the right fit, or otherwise. Even though the candidate may have excelled in the interview, Faggiano understands that they need to prove they can excel in a 100% remote workplace.

“Can you walk the walk? Can you excel in the environment? How do you treat people? Are you someone that can deliver and work at the pace that we work at? Are you excited to get out of bed in the morning?” he quipped. You can also opt for remote teams that will work with you on a per-project basis, such as GRIT Squad, a distributed team of IT experts that supports growth initiatives and addresses the talent gap by providing remote IT services to digital native companies, tech startups, and SMEs. GRIT Squad offers bespoke solutions depending on each client’s needs, instead of a standard one-size-fits-all approach, thus allowing you to customise your very own team according to your budget. This personal touch is complemented by constant supervision, until each team or individual contributor is up and running.

Check out our ultimate guide to sourcing and onboarding the best remote talent

2) Your Reputation Should Be Just As Important As Your People

Ever heard the saying, “It takes 20 years to build a reputation and five minutes to ruin it”, by Warren Buffett?

You want candidates who are impressed by your company, because no matter how attractive or impressive the job posting is, it won't do much good if there are other companies out there who enjoy a far superior reputation compared to yours. That's where effective candidate experience comes into play: It's a key factor in attracting and retaining the top talent, because it’s one of the first interactions candidates have with your brand.

Candidate experience encompasses a lot of things – it includes everything from filling out the application forms on your website or social media page, to interviewing with recruiters over video call at 6pm after getting off work at 5pm (yes, we've done this before), and finally having to complete skills assessment tests.

Furthermore, it’s been proven that a majority of job seekers (86%) do perform research on a company’s brand and reputation, before they’d even think of applying for a position there. Indeed, it wouldn’t even matter if they receive a high salary and various benefits, 75% of candidates say they wouldn’t want to work for a company with a bad reputation. 

Recruiting tips:

“Reputation is everything. If you want to stand out, you need to spend some time thinking about how to ensure your company looks different and get above the noise, especially if you're in a crowded sector. I believe it's your reputation that will set you apart,” said Simon Mass, founder and CEO, The Condo Store Group of Companies. Here are some ways to go about creating a strong brand that attracts the top talent:

  1. Be transparent about your mistakes. Mistakes are bound to happen; no one expects perfection from any company (or any person). But if you make mistakes, be honest and do what you can to fix them, instead of covering them up or letting anger and ego get in the way of admitting fault. This will help build trust with both new employees and existing ones who may hear rumours about what's really going on behind closed doors.
  2. Get feedback from your employees on how they feel about your company culture and what they value most about working there. This will give you an idea of what makes them want to continue being part of your team in the long-term, so that when there are potential offers, they’ll think twice about whether the new workplace matches their expectations or fits their personality type as much as their current one does.
  3. Focus on your employees’ well-being. If you're looking for new people, don't just look at their skills and experience. Look at them as people first. A good way to do this is through training and/or development programmes that will help them grow into the best versions of themselves. Also, do make sure that everyone in management has a clear understanding of what job titles mean and what responsibilities come with them – this will help avoid any confusion later down the road when having someone fill a role. 

Read more about the other excellent company cultures out there to inspire your own

3) Usage Of Recruiting Software To Help You

Recruiting software helps you in sourcing and selecting the right people for the job role. Some of these include applicant tracking software (ATS), interviewing tools, and candidate relationship management. Research from Gartner found that 90% of companies chose to invest in HR technology to help solve people-driven challenges. In fact, HR tech spending grew by 57%, which focused heavily on recruiting and retention.

The ATS allows you to manage each stage of your hiring process, as well as keep track of candidates throughout their journey. In addition, you can sort through resumes based on certain criteria that you specify in advance (like location, education level, or skill set), making it easier for recruiters or HR managers to quickly find candidates who match your needs. The ATS also helps ensure that everyone involved in the recruiting process stays up-to-date with relevant information about new applicants at all times, so there aren't any surprises later down the road when making decisions about who should get an interview request next!

By implementing skills tests which are useful for ruling out under-qualified individuals, employers can thus screen candidates more effectively, and shorten the hiring process. A fast streamlining is crucial, as companies race to offer employment opportunities to quality candidates before they find a position elsewhere. In addition to skills tests, some companies implement behavioural assessments as part of their screening process, which provide an insight into an applicant's core attributes, such as having a strong work ethic and motivation.

Recruiting tips:

”I’m frequently asked for the best practices that will supercharge applicant flow. I always say to remember that while software can transform recruiting, people set the parameters used to screen and sort candidates. Recruiting technology can transform the way you hire, but it needs a solid foundation. It’s moot to invest in recruiting software without reevaluating your hiring strategy. By questioning how you’ve done things and rethinking how you’ll do things going forward, savvy organisations can work with recruiting technology to evolve how they find talent and increase their applicant flow,” explained Joshua Siler, CEO, HiringThing.

However, if you’re looking to do away with the hassle of selecting the right recruiting software as well as implementing proper hiring strategies, GRIT Talent Platform is what you need. With our comprehensive talent ecosystem, extensive partnership networks, and exclusive referral schemes, you can access the largest and most diverse talent pool in the region. Our highly trained team of consultants, researchers, and more specialise in acquiring the region’s best tech and digital talent, working alongside you to streamline the entire hiring process so that your resources can be used for other purposes.

4) It’s Important To Know The Right People

You might find this next piece of data hard to believe, but about 20% to 40% of companies hire new people based on referrals, and looks set to increase as more global borders are broken down! That’s a fantastic way to limit your cost per hire, and on top of that, the people that have been referred by either your own employees or other external contacts tend to stay longer and perform better.

An employee referral programme can help you solve this problem by leveraging existing relationships. Employees already know their co-workers and understand what each other is capable of doing. As a result, they can recommend people who have similar skill sets and cultural fit with your company. It’s a win-win situation for both the company and the employee, because it gives them an opportunity to earn some extra cash as well as get their friends/family hired.

Recruiting tips:

“If some of your best employees are passing along the resumes of people they know, you may want to prioritise those candidates! People tend to recommend people similar to themselves, so if you have a top performer making a recommendation, odds are he or she will recommend other top performers. The people being referred will also perform well, because they don’t want to let down the person who referred them,” stated Jan Jones, author of ‘The CEO’s Secret Weapon’.

Because of how efficient, reliable, and cost-effective the referral method can be, GRIT Talent Platform is also leveraging on referrals (our very own GRIT Scouts!) in order to tap into our network of growing talent, as one of the means to help you get the right fit for your role(s). So, if you know someone who’s looking for a new job opportunity (or you’re on the hunt too!), it’s time to check out GRIT Scouts.

The Right Blend Of People And Process To Hire Better In 2023

We know recruiting is a real challenge, and hiring the wrong person can prove to be a very expensive mistake, estimated to range from 30% to 150% of an employee’s annual salary. You have to spend time covering for them, correcting mistakes, and in the end, letting them go. Not only will you have incurred these costs, but you will also lose productivity from being stuck with an underperforming employee.

Did you also know that the average cost of hiring an employee is more than USD4,000 per hire, depending on location and job function? This cost includes sourcing candidates, advertising jobs online/offline, interviewing and negotiating terms, before finally making a decision whether or not the individual should be hired.

Find out how to calculate (and LOWER) the true cost of hiring an employee

Hiring the right person can therefore save you time AND money in so many ways: Increased productivity and efficiency from a motivated team member, less time spent on training as they already know how to do their job well, reduced turnover costs as there is less chance of an employee leaving soon after their start date, etc.

With that said, by using GRIT Talent Platform, you’ll stand to gain an edge over your competitors with a host of benefits: Cut hiring times to 2-3 weeks on average, select from the active candidates database that’s growing 300% month-on-month, use the automated interview scheduling and feedback feature to cut time spent on managing the recruiting process by 70% on average, and all of that for only USD999!

Join over 500 companies that are hiring (effectively and efficiently) with GRIT!

There’s a saying by Steve Jobs which goes: “It’s not the tools you have faith in – tools are just tools – they work, or they don’t work. It’s the people you have faith in or not.” He knew that one very important secret, which is that your business will only ever be as good as your employees. When you need to run a company and make critical spending decisions that can either make or break you, one of the most important decisions that can help in driving your company to new heights is hiring the right people.

It may seem like a daunting task; having to filter through hundreds of hopefuls, shortlist the ones with the greatest potential, run through multiple interview sessions, and then select the one who’s (hopefully!) the best fit. It can even seem scary when you find out there’s research which proves that hiring the wrong people will actually pose a significant cost to your company. For example, the average cost of a bad hire is estimated to range from 30% to 150% of an employee’s annual salary (re-hiring costs, lost productivity, lost manager time, lost training investment, training of replacement).

From the receptionist desk to the executive offices, every single one of your employees represents a facet of your business to clients, and to the community at large. Which is why when you make the wrong hiring decision, that can cost you more than just money, such as the following:

1) Time

Every new employee will need some form of training, and time to acclimatise to the job. The wrong person won’t be able to grasp the job scope and responsibilities quickly enough, and may even decrease productivity, especially if he/she requires frequent follow-ups, retraining, and even disciplinary action. As time is money, you shouldn’t have to worry about whether your employees are getting the job done (and done right), or holding their hand for as long as they work there.

2) Company image

When you hire someone who’s wrong for the job, not only will you and your business suffer, your company’s image may take a beating too. This is because what people say about you and/or your company does matter – and you wouldn’t want word to get around that there’s a high turnover rate, because that’s not a place most jobseekers want to join. Additionally, you wouldn’t want the bad hire to go around talking negatively to either existing employees or outsiders about their experience.

3) Business growth

If someone doesn’t want to grow with you, they’re essentially working against you, and that’s the last thing you want on your plate when you’re trying to focus on growing the business. You want people who are able to help you in not only contributing to the company’s overall success, but working to stabilise and improve the business, as well as reducing the need to rehire – over and over again.

4) Team morale

Let’s face it, having so many people come and go in such a short period of time may have an adverse effect on the existing employees because it can cause them to feel uneasy and/or unsettled. Furthermore, a bad hire is able to sow discord and cause tension among their teammates and other departments, where it may not have even existed before, thus causing an upset in the daily workflow, overall people connectivity, and company culture.

What Are The Typical Costs Of Hiring An Employee?

1) External recruiters

For many small- to medium-sized companies, having a dedicated in-house HR team won’t make much fiscal sense, which is why many opt to turn to external recruiters to facilitate hiring. With only a small team, every new hire is crucial for the company’s success, so turning to an outside expert who has a talent pool of qualified and experienced candidates as well as an array of tools and resources to draw upon is often the preferred choice. However, bear in mind that external recruiters/agencies have various pricing structures which can quickly add up, no matter whether it’s in the form of a role’s annual salary, retainer-based, or flat rate.

2) HR team

It’s true that an experienced and skilled Human Resources (HR) team is a crucial asset for any company’s recruiting efforts. Even if you’re only able to hire one dedicated HR person at a time, the tasks that will need to be carried out for the hiring process are valuable: Setting up the job posts, putting them out on job boards, screening and selecting the candidates, assessing and interviewing them, all the way to making an offer and training them. But wait, they have more than that to do too, such as drafting corporate policies and procedures, which is why all this can come at a high cost.

3) Job board postings

Now that you’ve got the best in-house HR person/team ready to start hiring for you, you’re going to have to start getting those job posts out in the open. Writing a compelling ad is no small task, and it can make the difference between attracting the top talent, or just another average person who needs a job. When it comes to boards to post, there are several free options to consider like LinkedIn and ZipRecruiter, but those come with limited features. Other popular job board options that charge for you to use them include Indeed, Monster, CareerBuilder, and Dice.

4) Screening/background checks

After you’ve got a shortlist of who you think are the “right” candidates, you need to screen and run background checks before making an offer to one of them. First up, a lot of time will go into discussing with various department heads to whittle the list down further, and setting up screening calls. Then the background check lets you learn about them more by verifying basic information like the individual’s education and previous employers, right up to criminal databases, so that you have peace of mind that they’re as good as they seem. 

5) Onboarding and training

Did you know that your new hire’s onboarding and training process would need to be factored into the total cost of hiring an employee? Here’s a rough example for you to consider: According to a report by Training Magazine, it would “cost” companies an average of 46.7 hours to train an employee, plus an additional USD986 in training expenses. Apart from that, there are also IT equipment costs (laptop/desktop, work phone, WiFi dongle, etc) and formal training costs (in-person/online courses, onboarding materials, etc) to factor in. But don’t worry, the training you provide is to get the new hire up to speed quickly, and prepare him/her to make key contributions! 

6) Salary and compensation

Once the new hire has accepted and signed the job contract, it’s time to start paying their monthly salary when they begin work – which is the more obvious cost associated with hiring. When calculating your ongoing cost to hire though, make sure you also consider the taxes, benefits (like health insurance, retirement plans and employee growth initiatives), and bonuses (if relevant). You also need to bear in mind that most employees will expect their salaries to rise over a period of time, usually in line with their work contributions and keeping with your country's inflation.

7) Other acquisition methods

Apart from the most common methods of job boards or external recruiters/agencies, there are other methods which can prove successful, such as referrals, your website’s job availability page, or attending/hosting career/industry events. While it’s not easy to create an effective and enticing referral programme, the high-quality candidates it can generate actually makes it a great recruiting tool for many companies because you’ll be relying on the network of your existing employees, which can turn up many top talent yet untapped. As for the other methods, they too may have an associated cost, all of which must be taken into due consideration.

How To Optimise All Your Hiring Costs

1) External team

If your company is one which relies on external recruiters/agencies, the number that would mostly speak of when discussing recruitment costs, is the external expenditure on hiring – typically 15-30% of a candidate's annual salary (higher if you use an executive search company). Now assuming that you decide to sign a contract with an external recruiting agency with a typical invoice value per hire at 22%, and the candidate has an annual salary of USD60,000, the data suggests that the amount would be around USD13,200.

This is as far as most companies look, so when costs need to be controlled (because of external global events like recession/pandemic/poor market conditions), they will only rely on agencies if they have too many roles to fill, which leads to the company not seeing success or facing an urgent situation to fill open roles.

GRIT Talent Platform only costs USD999 per role. That's a total of 92% of saved costs, in comparison with the external agencies:
USD13,200 - USD999 = (USD12,201/USD13,200) x 100 = 92%

2) Internal team

There are also companies which seek to reduce their headline costs by bringing recruitment activities in-house, reasoning that if they hire the recruiters themselves, they can cut out the agencies. However, it’s worth noting that even in-house recruiters can fail to source most, if not all, of their vacancies themselves, and therefore may need agencies to help in the end. Furthermore, your internal HR team would have a lot more on their plate than just hiring, so working out their costs per hire is a bit trickier. Here’s how you can do it though:

But if you made use of GRIT Talent Platform, it'll only cost USD999 per role, so that's a whopping total of USD2,481 saved (71%) if you utilise the service!

3) Time to hire

Most companies do track how long it takes to hire people, but completely ignore it as a cost factor. But, it’s actually a huge overhead! Given the typical reactive recruitment environment, the average hiring time is usually about 36 to 42 days, during which time the role is unfilled. For that period, there’s either no productivity, or productivity is provided by someone else, likely the manager. This has a tangible cost, and if the hiring timeline slips, the cost then goes up.

So, if we were to take that maximum number of 42 days (6 weeks) as a rough benchmark, according to data for the United States alone, the average vacancy costs employers a staggering USD4,129 over that period (the time it typically takes to fill an open position). This breaks down to just over USD98 per day, plus any additional funds allocated towards recruitment. Now, imagine if you had 10 roles to fill!

There are a couple of ways you can impact this cost, though. Firstly, by moving away from the purely reactive model and understanding your recruitment demand, you can then plan your recruitment proactivity, which makes a significant difference. This can reduce the typical hiring period by another few more weeks. 

For the best results, you can take this further and operate through GRIT Talent Platform. By proactively sourcing candidates through our Tech Platform before they’re needed, and actively managing them, you can cut hiring times to 2-3 weeks on average, with a huge resultant savings of USD4,129/2 = USD2,064.50.

4) Cost of productivity loss with planned hiring

Assuming that an employee earns USD50,000 annually, with a productivity cost of 3x salary:

Average time to hire: Planned hiring6 weeks
Total productivity lossUSD17,308

You can still see how the GRIT Talent Platform’s 2-3 week hiring period can save your productivity losses with a properly planned hiring process.

5) Management time

Another major cost is the time which is spent by whoever is involved with managing the recruitment process; they’re tasked with specifying roles, reviewing CVs, arranging interviews manually, collecting feedback and, as over 50% of offers made are rejected, they then have to repeat the process! 

GRIT Talent Platform will help you streamline your process as it’s all online/digital so you can manage your pipeline effectively and with ease. Using our automated interview scheduling and interview feedback, you’ll be able to cut time spent on managing the recruiting process by 70% on average.

6) Quality of talent

We’ve already discussed that almost all recruitment solutions are reactive, which is the act of sourcing candidates only when the need arises. The immediacy of that need means that companies are entirely reliant on candidates already in the market: Signed up with agencies, looking at ads, on job sites, or on databases. But studies have shown that this only represents around 20% of the qualified candidates in the marketplace, and even then, to access all of that you have to use every agency, database, and advertising medium.

A limited access, to only people who really want or need a new job, has a dramatic impact on the quality of talent. Most companies know that the candidates who apply to their job post(s) are irrelevant, which still significantly reduces their talent pool. If a company is able to access the wider pool of talent, as is achieved by the GRIT Talent Platform, there’s a demonstrable improvement in quality of talent, and as a result, an evident increase in productivity per head of between 10-30%.

GRIT Talent Platform's unique candidate funnel system ensures that there’s a consistent stream of active talent for you to select from, with our active candidates database growing 300% month-on-month. GRIT Talent Platform boasts a carefully curated list of talent that has been gathered from across the tech and digital industries. We'll help you tap into various sites on top of sourcing, gathering, and filtering – thus allowing you to enjoy a pool of unlimited high-quality talent.

7) Attrition

Finally, up to half of new hires leave within the first twelve months, and the average is over 20%. The reasons are simple: The 6-8 weeks of contact with a company during a standard recruitment process is not enough to develop a cultural rapport between candidate and company. In short, the new hire starts work and then only finds out if they do ‘fit in’ or otherwise, any concerns they may have are amplified by the pressure of the new job. 

GRIT Talent Platform tackles this, by having a longer runtime to engage with candidates adding an additional screening tier; including culture-fit and behavioural questions before putting the candidates into your shortlist. The result is a reduction in the typical twelve-month drop-out rate of up to 90%.

Ready To Start Hiring Effectively And Efficiently?

In short, the true cost of hiring is not just how much you pay for recruiters (whether internal or external), agency fees, and ads. That's only the tip of a sizable iceberg that impacts every facet of your company's performance and productivity. 

A fairly typical hire can cost well over twice that, in combined headline and hidden costs (even based on average figures), and whether you use agencies or in-house recruiters the bottom line is the same: Hiring costs approximately double the salary. 

By using our GRIT Talent Platform, where there's a combination of online digital recruitment pipeline management as well as unique proactive sourcing channels of active and curated talent, only then will you be able to drive down time-to-hire (cut hiring times to 2-3 weeks on average, with a huge resultant savings), reduce costs to hire (total of 92% and 71% of saved costs, in comparison with the external agencies and internal HR team respectively), cut time spent managing (by 70% on average), as well as lower the attrition rate (reduction in the typical twelve-month drop-out rate of up to 90%).

This is the most effective and efficient way you're really going to address the fundamental issue of recruitment costs!

Join over 500 companies that are hiring (effectively and efficiently) with GRIT!


In industries all over the world, many people still place a high value on skills, experiences, and education. They're one of the main factors that employers will consider before hiring the right talent. Or what people will look at to determine whether one is qualified for certain tasks. The reason for this, is that every job has a specific set of hard and soft skills requirements. So, to find the ideal job, you must match your acquired skills to the qualifications needed for the position.

However, with all the commotion surrounding the need for specific skills and qualifications to carry out a job, some individuals occasionally overlook or underplay people skills. That's why it's common to hear in the workplace that those hired are not given the job they're supposed to, are being compared to others, are kept stagnant with no career advancement, or are even downgraded to lower positions.

Nonetheless, while this is inevitable, one of the major concerns about employee skills is observed in the digital realm. As countries and businesses digitally transform, the issue of providing workers with the right skills at the right time is becoming increasingly important to governments and many digital technology companies.

According to a Digital Talent Insight report released by international consultant Korn Ferry, Asia Pacific will face a 47 million tech talent deficit by 2030. Along the same lines, consulting firm PwC discovered in a survey that more than 50% of chief executives in the region found it difficult to hire digital talent with the necessary skills.

In Singapore, 54% of companies reported that a lack of understanding and knowledge of digital tools among employees is a challenge for successful digital transformation, with only 35% of companies able to implement more sophisticated digital tools such as AI, data analytics, and IoT. This demonstrates how employers are constantly on the lookout for people who possess the necessary set of skills.

Aside from understanding the importance of skills in the workplace, as job seekers, you must be aware that there are two types of skills: hard skills and soft skills. Understand the distinctions and which skills fall into which category so that you can incorporate them more effectively during job searching and application.

Let’s Start With: What Are Hard Skills?

Investopedia describes hard skills as technical skills required to perform a job or land a new one. They're categorised as learning skills that can be developed and improved through education and experience. Typically, they're industry-specific. A financial analyst, for example, will require a different set of hard skills than a carpenter.

A relevant certification, portfolio, or skill assessment test can serve as proof of one's competence in hard skills. Different professions will have different standards for expertise. Advanced degrees and stringent testing will be required for some occupations, such as medical professionals, to demonstrate hard skills. Other professions, like content writers or designers, can learn the necessary skills on the job or on their own time, and they can demonstrate their proficiency with a portfolio of completed work.

Here are a few examples of common hard skills:

  1. Computer software knowledge
  2. Graphic design
  3. Data analysis
  4. Project management
  5. Marketing
  6. Copywriting
  7. Computer programming
  8. Foreign languages
  9. Search engine optimization (SEO)

(Source: Investopedia)

What Are Soft Skills Then?

Soft skills are character traits and interpersonal abilities that define a person's relationships with other people, according to Investopedia. In the workplace, soft skills are viewed as an addition to hard skills, which are a person's knowledge and professional competencies. Sociologists may use the term "soft skills" to describe a person's emotional intelligence quotient (EQ) rather than intelligence quotient (IQ) (IQ).

Even though these interpersonal skills are hard to define or quantify, they're still important in the workplace. They include your personality, teamwork skills and how you participate in the workplace. For instance, individuals working in the event industry need to be excellent team players and communicators, and sales and marketing positions may require relationship-building abilities.

Soft skills come in a variety of forms, just like hard skills. Here are some examples of soft skills required for success in the workplace:

  1. Empathy
  2. Ability to influence peers
  3. Emotional intelligence
  4. Curiosity and positivity
  5. Active listening
  6. Humility
  7. Communication skills
  8. Creative problem-solving
  9. Resilience
  10. Observations skills

(Source: Forbes)

What Are The Primary Distinctions Between The Two?

Employees need soft skills, in addition to hard skills if they're to succeed. The main difference between the two is that hard skills are quantifiable, measurable abilities, whereas soft skills are not. Soft skills are more intangible and more difficult to teach. While soft skills concentrate on attitudes and personalities, hard skills are concerned with practical knowledge and abilities.

Consider hard skills as your technical knowledge, and soft skills as your interpersonal or workplace competencies. A soft skill could be the capacity to perform well in a team, while a hard skill may well be proficiency in a second language.

Check out the table below to see the differences between the two types of skills and some examples of top skills in 2022, as reported by LinkedIn.

Why Is It Important To Have Both Hard And Soft Skills?

There's a famous saying in the job search world that says "Hard skills will get you the interview; soft skills will get you the job," implying both play an equal role in recruitment. When you apply for a job, your hard skills will be evaluated. If your hard skills match the requirements, you will almost certainly be invited to an interview. During the interview, soft skills are tested. The way you present yourself, respond to questions and communicate.

Once you're working, you're not only dealing with the task at hand, but you're also dealing with people and your surroundings. Hard skills are what it takes to do a job well, whereas soft skills assist in coping with and responding to situations. Therefore, it's crucial for everyone to have both hard and soft skills because they show that you are knowledgeable about practical implementation and can contribute to a supportive and constructive work environment.

Since both skills are important when it comes to getting a job. It's essential to understand how to include hard and soft skills when writing a good resume and how to demonstrate them during an interview.

How To Include Those Skills In Your Resume?

Your resume and cover letter should highlight both your hard skills and soft skills. These are the particular skills that employers are looking for. Employers give preference to candidates who have a balance of technical and interpersonal skills, so it's crucial to demonstrate that you have both of these skills.

There are more than 100 essential skills to choose from, but how do you list them on a resume? It's important to lay out your skills on your resume to catch the attention of employers. On your resume, include a section titled "Skills" where you can list all of your hard skills.

Below is an example of how it may look like:

SKILLS
Computer Skills:
Microsoft Word (Advanced); Microsoft PowerPoint (Advanced); Microsoft Excel (Intermediate);

Language: Writing English & Malay
Translating English to Malay, and vice versa
SEO articles
Online research
Creative writing
Copywriting
Creative thinking  

Important To Note: You may have a long list of skills, but there's no need to list them all. Select a few of the most important ones, preferably those that are relevant to the position being applied for. This allows you to talk about your skill set during the interview.

Soft skills should be included in the job descriptions that you create for previous experience. Referring to the job description can help you decide which soft skills to highlight on your resume and cover letter. You should look for any requirements that touch on your motivations or interpersonal skills.

For example: 

How Should You Mention The Relevant Skills During An Interview?

The interview session is the next crucial step in the hiring process where employers will evaluate candidates after reviewing resumes and cover letters. Make sure to prepare for your interview beforehand and keep in mind all the information from your resume's skill requirements and job description.

In an interview, describing your hard skills is somewhat more straightforward than presenting your soft skills. You'll inevitably show that you have the necessary hard skills as you discuss your relevant educational background and work experience.

While soft skills call for a little more application and explanation, the STAR method is a fantastic approach for describing them. It's a methodical way of answering a behavioural-based interview question that involves outlining the precise Situation, Task, Action, and Result of the circumstance you are describing.

When discussing your soft skills in an interview setting, you will be answering questions that demonstrate how you personally manage certain situations.

For example, if you were asked to "Describe a difficult work situation and how you handled it," you could begin by discussing the situation, what you were tasked with, and how your decisions and soft skills assisted you in taking specific action to achieve a specific result.

Your response could be:

“I once had a superior who yell and berate everyone whenever something went wrong. Although I will admit that those kinds of abusive behaviours do affect me, I remained composed at work. I do realise that he was going through a trying time, which is why he occasionally brought that into the office and changed the mood. It didn't affect my work because I could understand his situation, but it was a challenging situation.”

If you're concerned about a lack of hard and soft skills, there are strategies you can use to improve them. These can be extremely helpful when applying for a job that may require additional certifications or abilities that you do not have or need to improve.

How Do You Develop Your Hard Skills And Soft Skills?

Hard skills are typically acquired through education or practical experience. Soft skills, on the other hand, resemble personality traits that you have innately developed throughout your life. For instance, typing would be a technical skill. Nobody has the innate ability to type. Instead, it must be learned over time, typically through learning or education.

As previously stated, soft skills are more interpersonal than technical. Soft skills are typically things that you are already proficient in without having to receive a formal education or practical training. You can still, however, develop your soft skills in the same way that you can develop your hard skills. Here are some suggestions from InsightGlobal.

How To Develop Hard Skills

Learning a new technical skill can make you stand out from other job applicants. A few methods for acquiring hard skills are listed below:

If you already have a job, look for learning opportunities there. Even if you're actively looking for a new job, you can benefit from your current employer's classes, webinars, and workshops.

How To Develop Soft Skills

Improving your soft skills is more difficult, but it's still possible. First, decide which soft skills you want to improve. Conduct an honest self-evaluation. You can also solicit input from your boss, co-workers, family, and friends.

For example, if you are frequently late for work or frequently miss deadlines, you may need to improve your time management skills. If you want to advance in your career, you may need to hone your leadership abilities.

To improve your time management skills, you could first watch a productivity webinar and then apply each tip. To hone your leadership abilities, you could take on a new project at work or request more responsibility in your volunteer role.

Once you've determined which soft skills you want to improve, it's time to get to work. Some soft skills can be acquired through education. All soft skills can be developed through practise. After all, as they say, practise makes perfect!

Know Your Hard Skills And Soft Skills Because They Define You!

Hard skills and soft skills are essential for success in any field you choose to work in, as well as in all aspects of life. Understanding your hard skills may not be difficult since they involve the techniques or knowledge you acquire while in school or while receiving on-the-job training. Consider your positive traits, attitudes, and manners when assessing your soft skills. This extends to how you dress as well as how you speak, listen, make eye contact, and how you interact verbally.

The most crucial aspect is that you must provide compelling examples of how and where you have used each of your skills when identifying and expressing them to employers. In the end, they want to see your work, not just hear about it. Just keep in mind that everyone has a distinctive set of skills, so be sure to properly describe yours to convey who you are.


When it comes to the Human Resources department, they can sometimes be misunderstood and mistaken for the enemy when in actuality, part of their day-to-day duties involve taking care of employees and their well-being! You see, one of the greatest assets of any company is the people, so by treating them fairly as well as providing them with opportunities to grow, they’ll then be able to help you achieve your ideas and hit your business goals! The company’s HR team plays a vital role in helping to achieve the above, in addition to developing a positive culture, improving employee engagement, and productivity, as well as championing the wellness and personal development of all employees (themselves included!).

What Are Human Resources (HR) Policies And/Or Procedures?

With the above said, the HR department is also responsible for coming up with the company’s various policies and procedures that not only protect the employees, but are also crucial in keeping the company running efficiently. In simple terms, these are guidelines for various important functions, such as hiring, work processes, compensation, leave, training, promotion, work environments, and termination, to name just a few. These policies and procedures also outline how the company will treat its people and property. They’re developed by HR managers with the help of company management, so that in any situation, those who are responsible will thus know how to respond accordingly.

What Are The Functions Of Human Resources (HR) Policies And/Or Procedures?

You may still wonder what exactly is the main point of having HR policies and procedures in place, and we’re here to tell you that it’s definitely NOT to make anyone’s life difficult! On the contrary, company owners and leaders would want their businesses to run as smoothly and efficiently as possible, while staying compliant with all relevant laws. How can this be done? Well, when you have solid and well-planned frameworks in place, you can then make consistent decisions, ensure your employees are treated equitably, as well as adhere to corporate governance and regulation of employees. These policies and procedures basically add structure and provide consistency in employment and workforce matters.

Although the exact details of each company’s HR policies and procedures may differ from others, they should all have the same goal in mind: To be based on the employment best practices and regulations. In other words, they need to keep both the company and people’s best interests in mind, should be transparent, and universally applied to all employees. Key elements of each one include purpose, procedures, and who needs to follow the guidelines, among other things.

What Are The Benefits Of Having Human Resources (HR) Policies And/Or Procedures?

Creating and implementing HR policies can reduce liability. Since they’re meant to ensure employee-related practices are consistent and fair across the organisation, well-written policies will offer leaders guidance based on compliance requirements. For instance, HR policies should help managers fairly interpret company guidelines and apply uniform treatment to all employees, regardless of age, gender, race or sexual orientation. If issues do occur, there will be policies in place to address the concerns.

By clearly listing policies, when problems do occur, you’re able to act promptly and save time by not repeatedly analysing ways to solve similar issues. Additionally, you may be legally required to communicate some of this information. And formalising a policy and then helping employees understand where to find things like the leave policy makes navigating requests like time off easier for the employer and employee.

Plainly listing policies encourages employee engagement and helps them better understand how to navigate key moments in their career growth, such as onboarding, promotions and offboarding. Specific policies may vary by industry. But whether you’re working in retail, manufacturing or the restaurant business, employee engagement and retention is vital, and HR policies help lay the groundwork for success.

This is why we’ve created this comprehensive guide of templates to some of the more common HR policies and procedures for you so that you would be well-prepared (for yourself and to assist others) in taking the necessary steps, no matter the situation!

Templates For Attendance, Holiday, And Leave Policies 

Templates For Employee Conduct Policies

Templates For Recruiting And Hiring Policies

Templates For Workplace Policies


Some people collect Coca-Cola bottles. Some collect stamps. Some prefer to collect official company merchandise like lanyards, plushies, T-shirts, commemorative mugs, and anniversary jackets to celebrate a job well done year after year.

However, one thing you might’ve missed out on "collecting", is an employee verification letter!

The first few days of joining a new company is often a mix of exhilaration and stress. But once you’ve gotten used to your newfound pace and day-to-day tasks, it’s time to seal the deal of employment in the form of a letter of proof of work.

What Is An Employment Verification Letter?

An employment verification letter is an official document issued by a company to an employee for the purpose of confirming their current employment.

Although this document can be issued once an employee begins their first day of work, it can also be issued only after they have passed their probationary period.

For employees, an employment verification letter comes in handy for background checks, financial aid applications, custody-related proceedings, and many more. This document primarily serves as a verification of their income and employment history.

How Do Employees Request For An Employment Verification Letter?

The best (and most formal) way employees can request a work offer letter is via email. While some companies may be more casual by using online messaging channels, an email represents professionalism and is a black-and-white proof of correspondence.

Here’s an email template you can refer to in the future:

Subject Line: [Employee’s name] Employment Verification Letter

Hi [HR personnel or employee’s manager],

My name is [Employee's name], and I would like to request for an employee verification letter to confirm my current employment under [Company name]. The reason is because I [state the reason you need the letter for], and they have asked to verify my [details of employment].

Their address is:

[Bank/Embassy/Said company’s mailing address]

Please let me know if there is any further information you need.

Thank you.
[Employee’s name and contact information]

How Can Employers Prepare An Employment Verification Letter?

If such a letter does not yet exist within the company, HR may take some time to craft a suitable template for all future requests. Hence, depending on the circumstances, here are two plausible replies for employers!

Scenario 1 (Letter is not ready yet):

Hi [employee’s name],

Thank you for your email and noted on the request. We will get back to you regarding your request in [x working days].

Best Regards,
[HR’s name and contact information]

Scenario 2 (Letter is ready):

Hi [employee’s name],

Thank you for your email. Please find the employment verification letter attached in this email with the details as requested.

Best Regards,
[HR’s name and contact information]

Employment Verification Letter Sample Template

An employment verification letter should contain these main components:

1) Contact information of the employer

2) Information about the employee

3) Employment details

4) Official company stamp and personnel signature

Employment Verification Letter Template:

[Date letter is issued]

[Employee’s name]
[Position]
[Company]
[Company’s address]

Re: [Employee’s name] Employment Verification

To whom it may concern,

This official letter is to confirm that [Employee’s name] is employed at [Company] with the job title of [Position]. The employee was hired on [First date of employment] and currently earns [salary per month/annum].

For further questions, please contact our HR department at [phone number].

Sincerely,

[HR manager’s name and signature]
[Company stamp]

When To Use Your Employment Verification Letter

A great job comes with great responsibility, like buying a home, getting your first ever credit card, or going on a holiday to far-off destinations!

Some of these common scenarios are where a work proof letter will come in handy:

1) Getting a mortgage

Because mortgage loans are hefty sums of money, banks and financial institutions need to ensure you’re financially stable to meet the monthly mortgage repayments.

2) Applying for a credit card

Similar to mortgages, as credit card bills can rack up to thousands. Applicants need to show they have a stable source of income so they can repay their monthly bills.

3) Renting a home

Landlords will usually vet through prospective tenants’ documents to ensure they are stable enough to fulfil their monthly rental. Plus, it helps landlords identify if their tenants are responsible enough!

4) Applying for a work or tourist visa

Depending on the country and its requirements, you may need to submit a letter verifying your employment. For tourists, it ensures they’ll return home after their holidays instead of overstaying and becoming an illegal worker.

If you’re making a wishlist to travel to the Schengen Area in Europe, an employee verification letter is a must-have document for your visa application.

5) Looking for a new job

Without proper background checks, any Tom, Dick, or Harry can claim to be who they are not. Resumes, CVs, referrals – even LinkedIn milestones can be forged! Hence, the need for an employment verification letter to authenticate that said person is a genuine employee.

While some may think nothing of it, a proof of employment letter is one of the most important official documents to confirm your job status. As many of us tie our identities to our work (introducing ourselves like “Hi, I’m Ashley from Company Y”), it’s so our presence can be noticed and confirmed by our employers too.

As an employer, providing this work proof letter is a courtesy and shows that you’re looking out for them – whether it's settling down in a new home or expanding their horizons to different countries. Even if your employees use it to look for a new job, it’s always wiser to part on good terms than create new frenemies.


It's not just the enthusiasts and advocates who've already started buzzing about how Web3 will transform the world of hiring; plenty of people who were once naysayers are now starting to see the value and benefits of this industry. In fact, thanks to the rapid acceptance of blockchain technology, terms like 'Web3', 'metaverse', and 'decentralised autonomous organiations' are starting to sound more familiar.

Not only is the demand for skilled and experienced talent in this space seeing a spike, the methods of recruiting are also radically different from that of traditional methods we're so used to seeing. Greg Isenberg, CEO, Late Checkout, had this to say about getting a job in Web3: "You apply for a job; it scans the blockchain, and rates your set of on-chain experiences and credentials; if above a certain rating, you’re hired within 60 seconds. No prejudice, no wasted time, no pain. Just a quick yes or no. This is a big deal."

With that in mind, companies and recruiters the world over are quickly learning how to adapt and find the best methods in order to source, attract, and onboard the top Web3 talent. According to Melbin Thomas, co-founder, Sahicoin, "There’s a massive migration of top talent from mega employers in Silicon Valley (Google, Amazon and Facebook) into the Web3 ecosystem due to lucrative pay packages and exciting opportunities." He went on to add that in the past year alone, crypto job postings went up by 400% globally!

With industry experts reporting that the majority of newly recruited talent learn on the job itself, it’s no surprise that Web3 companies are also actively hunting for talent who have core traditional skill sets. It has become even more evident how important it is to make a good hire for your company, which is why we've come up with this comprehensive guidebook, so you can source and onboard some of the best minds in the industry!

"Is there actually a shortage of developers, or is there a shortage of developers who are able to think about what the next generation of internet will look like? And that's a more challenging task from a recruiting standpoint.”

Dietrich Ayala

Being part of the Human Resources (HR) team, you would be faced with a myriad of day-to-day tasks like coming up with compensation and benefits packages, assessing the unique training needs of each and every employee, as well as measuring employee retention and turnover rates, to name just a few. If that weren't all, you would also be required to craft a number of professional emails and/or letters to address a variety of scenarios. Now, imagine if on top of all that, you were asked to come up with suitable job descriptions for a few new positions that have opened up at your company. Don't worry, because this comprehensive list has you covered for all the more popular tech and digital roles!

Software Engineering

Software engineers are computer science professionals who, in the simplest terms, focus on code. Apart from having to build your own systems, a software engineer would also need to test, improve, and maintain software built by other engineers. By taking the first steps into software engineering, you can then progress as a front-end engineer, back-end engineer, full-stack engineer, software tester, mobile app developer, data engineer, security engineer, and many more! Here are job description templates for some of the more popular career paths:

1) Front-End Developer: Front-end developer template

2) Back-End Developer: Back-end developer template

3) Mobile Developer: Mobile developer template

4) Software Engineer (junior): Software engineer (junior) template

5) Software Engineer (senior): Software engineer (senior) template

6) Full Stack Developer: Full stack developer template

7) Software Tester: Software tester template

8) Application Developer: Application developer template

9) Tech Lead: Tech lead template

10) Engineering Manager: Engineering manager template

DevOps & Cloud

Just like how the aim of DevOps is for the continuous innovation and faster delivery of software from development through operations, Cloud Operations also call for continuous operations and improvement  –  but in cloud environments. These branches are so important for companies that not only want to achieve digital transformation, but are also keeping up with the increase in cloud tech, as well as the shift towards streamlined deployments and greater automation. Check out these job description templates for some of the more popular career paths:

11) DevOps Engineer: DevOps engineer template

12) DevOps Architect: DevOps architect template

13) DevOps Manager: DevOps manager template

14) Cloud Engineer: Cloud engineer template

15) Cloud Consultant: Cloud consultant template

16) Cloud Architect: Cloud architect template

Infrastructure & IT Security

As new cyber threats and technological shifts emerge, there's a more urgent need for companies to defend its infrastructure and boost capability development, such as technical capabilities to detect and analyse malicious cyber activities. As a result, the demand for cybersecurity professionals has become higher than ever. At its core, cybersecurity is all about securing and protecting sensitive data, in addition to protecting critical systems and sensitive information from digital attacks. These job description templates for some of the more popular career paths are what you need:

17) Cybersecurity Analyst: Cybersecurity analyst template

18) Cybersecurity Consultant: Cybersecurity consultant template

19) Penetration & Vulnerability Tester: Penetration & vulnerability tester template

20) Cybersecurity Engineer: Cybersecurity engineer template

21) Cybersecurity Architect: Cybersecurity architect template

22) Chief Information Security Officer (CISO): Chief Information Security Officer template

23) Network Engineer: Network engineer template

24) Network Architect: Network architect template

Product Management

Talent in product management is one of the most prized (similar to the software engineering expertise), because of their expertise in strategically directing every stage of the product lifecycle. According to Atlassian’s definition, a product manager is the person who identifies the customer’s needs and the larger business objectives that a product or feature will fulfil, articulates what success looks like for a product, and then rallies a team to turn that vision into a reality. We've got just the job description templates for some of the more popular career paths:

25) Product Manager: Product manager template

26) Principal Product Manager: Principal product manager template

27) UI/UX Designer: UI/UX designer template

28) Principal Designer: Principal designer template

29) Scrum Master: Scrum master template

Data Science

With the spike in demand for data science professionals (such as data analysts) brought about by the rapidly growing number of organisations and businesses that recognise the importance of data science, this field is seeing a surge in interest from talent. It's all about using and preparing data for analysis, but no longer merely about ‘analytics and statistics’; it now encompasses decisions, predictions, and actions – companies are actively relying on data to make business decisions. Refer to these job description templates for some of the more popular career paths:

30) Data Analyst: Data analyst template

31) Data Engineer: Data engineer template

32) Data Scientist: Data scientist template

33) Principal Data Scientist: Principal data scientist template

34) Business Intelligence Analyst: Business intelligence analyst template

35) Machine Learning Engineer: Machine learning engineer template

36) AI Developer: AI developer template

37) AI Architect: AI architect template

Marketing

Marketing can be viewed as the 'art' of building bridges and connecting the gaps between customers, content, data, and technology to deliver better customer experiences. This field is probably one of the most diverse areas with a myriad of career opportunities, from digital marketing and PR/communications, to social media marketing and lifecycle marketing. The choices are many, and you'd need to craft the right descriptions for the job ads. You'll need these job description templates for some of the more popular career paths:

38) Content Writer: Content writer template

39) Content Marketing: Content marketing template

40) Growth Marketing: Growth marketing template

41) PR/Communications: PR/communications template

42) Event Marketing: Event marketing template

43) Digital Marketing: Digital marketing template

44) Product Marketing: Product marketing template

45) Social Media Marketing: Social media marketing template

46) Graphic Designer: Graphic designer template

47) Lifecycle Marketing: Lifecycle marketing template

48) Trade/Consumer Marketing: Trade/consumer marketing template

49) Marketing Analyst: Marketing analyst template

50) Webmaster: Webmaster template

51) Marketing Manager: Marketing manager template

52) Head of Marketing/Marketing Director: Head of marketing/Marketing director template

Business Development

This field can be roughly broken down into Sales vs. Business Development – the former is a target-driven, revenue-generating function usually divided into hunting for new clients or farming existing accounts; the latter is on the ideas, initiatives, and activities that help make a business better that creates long-term value. A company would require both to go hand-in-hand in order to ensure continued growth and success for the business. Here are some job description templates for some of the more popular career paths:

53) Sales/Business Development: Sales/business development template

54) Head of Sales/Business Development: Head of sales/business development template

55) Managing Director: Managing director sales/business development template

Crypto, Blockchain, & Web3

Where once these fields were very niche, Web3, blockchain, and crypto have now all captured the world's attention when they set the stage for innovative business models and value relocations.

Sales

56) Chief Commercial Officer/Head of BD: Chief commercial officer/head of BD template

57) Business Development: Business development template

58) Account Management: Account management template

59) Partnerships: Partnerships template

60) Customer Success: Customer success template

61) Institutional Sales: Institutional sales template

Marketing

62) Chief Marketing Officer/Head of Marketing: Chief marketing officer/head of marketing template

63) Product Marketing: Product marketing template

64) Public Relations/Communications: Public relations/communications template

65) Affiliate Marketing: Affiliate marketing template

66) Social Media: Social media template

67) Customer Relationship Management (CRM): Customer relationship management template

68) Growth/Acquisition: Growth/acquisition template

69) Branding: Branding template

70) Marketing Analytics: Marketing analytics template

71) Performance Marketing: Performance marketing template

Product

72) Chief Product Officer/Head of Product: Chief product officer/head of product template

73) Product Management: Product management template

74) Product Designer: Product designer template

Engineering

75) Chief Technology Officer/Head of Technology: Chief technology officer/head of technology template

76) Engineering Manager/Team Lead: Engineering manager/team lead template

77) Software Engineer: Software engineer template

78) Blockchain Engineer: Blockchain engineer template

Finance, Strategic Investment, & Corporate Development

79) Chief Financial Officer/Head of Finance: Chief financial officer/head of finance template

80) Head of Finance: Head of finance template

81) Financial Controller: Financial controller template

82) Fund Finance: Fund finance template

83) Head of Corporate Strategy & Investments: Head of corporate strategy & investments template

84) Corporate Development: Corporate development template

Legal, Risk, & Compliance

85) Chief Legal Officer/Head of Legal, Risk & Compliance: Chief legal officer/head of legal, risk & compliance template

86) Legal Counsel: Legal counsel template

87) Contract Manager: Contract manager template

88) Onboarding Specialist: Onboarding specialist template

89) Compliance Manager: Compliance manager template

Data

90) Chief Data Officer/Head of Data: Chief data officer/head of data template

91) Business Intelligence/Data Analyst: Business intelligence/data analyst template


There’s a quote by Warren Buffett that goes: “If you don’t find a way to make money while you sleep, you’ll work until you die.” So, is money all that matters in life?

Some may argue yes, because it’s better to cry in a Lamborghini than in a beat-up car; others beg to differ, because life is, quite simply put, limitless.

In the lightning-paced, high-stakes world where businesses place a high priority on ‘achieving excellence at breakneck speed’ or ‘going where no one has gone before’, the subsequent workloads for employees can be stressful, strenuous, and even pose health risks.

Instead of money and materialism, modern employees have shifted their priorities to one closer to home and heart: mental health.

According to the American Psychological Association 2022 Work and Well-being Survey, as many as 81% of workers agreed that the methods employers utilise to support mental health would be a strong consideration when looking for future work.

Some methods cited were flexible working hours, a workplace culture that respects time off, remote work opportunities, and a 4-day work week. Nonetheless, businesses can also show their support through sabbatical leaves that helps improve mental health and recharge and reset burned-out minds.

What Is Sabbatical Leave?

In simple terms, sabbatical leave means an extended period of time away from work. Although similar to Paid Time Off (PTO), the time span of a sabbatical can be up to six months long and is earned after continuous employment with the same company.

Historically, sabbaticals stem from academia, specifically in American colleges where it was used to attract faculty members. Educators could take a semester off (sabbatical) to teach elsewhere, further their studies, or work on existing projects. Over time, sabbaticals have become less restrictive and study-focused, allowing employees to focus on their well-being, explore different interests, and even travel. In a 2018 survey by the Society for Human Resource Management (SHRM), at least 15% of employers started offering sabbaticals as a workplace benefit.

How Does Sabbatical Leave Work?

A sabbatical is like a really long holiday. There are no work obligations, you remain employed, and you can do anything you want! Volunteer, travel the world, write a book, refine your existing skills, or sleep in every morning and spend time with loved ones every day.

As mentioned, employees earn a sabbatical after completing a certain amount of years of continuous tenure with a company. It depends on each company’s policy and the eligibility terms, which state if the sabbatical will be fully-paid, partially paid, or unpaid.

What Is The Difference Between Paid Sabbatical vs. Unpaid Sabbatical?

As found in the 2018 SHM survey, more companies are beginning to offer paid sabbaticals, rising from 3% in 2014 to 5% in 2018.

On a paid sabbatical, employees will receive their usual wages in full or a specific percentage. It is usually offered to long-term employees – in most cases, for business reasons like professional growth or to pursue industry-related knowledge and certification.

Employees on an unpaid sabbatical will not receive any pay and/or their usual benefits. Short-term employees who have completed a minimum period of time are entitled to it, but it can be restrictive as they may be forbidden to earn paid alternatives.

Paid SabbaticalUnpaid Sabbatical
Employees get paid their full salary or a percentage of their salary.Employees will not receive pay and/or their usual benefits will be frozen.
Eligible for long-term employees.Eligible for short-term employees who meet a minimum period of employment.
Typically for professional growth or industrial knowledge/skills that benefit the company.Typically for recreational purposes that do not benefit the company.  
 -Not allowed to pursue any other form of paid work.

Alternatively, a company may propose an unpaid sabbatical instead for employees to take leave for recreational purposes.

5 Benefits Of Sabbatical Leave For Employees And Employers

While on sabbatical, employees get to take their mind off work and focus on other things, be it studies or a new adventure. The long duration gives plenty of time for that, supported by research that you need at least three days to remove yourself wholly from work to enjoy your holiday.

Here’s how taking a sabbatical benefits employees and employers:

Sabbatical Leave Benefits For EmployeesSabbatical Leave Benefits For Employers
Reduces burnout and the risk of overworking.Positive employee branding.
Lower stress levels upon returning to work.Improves employee well-being and organisational impact.
Better overall well-being and health.Encourages leadership by empowering aspiring leaders to grow and demonstrate their abilities.
Has the ability to pursue other interests and develop new skills.Better preparedness for unplanned absences.
Provides a space and time for reflection and working on oneself.Greater employee retention and reduced turnover rates.

What A Sabbatical Leave Policy Should Look Like

What should a company include in a Sabbatical Leave Policy? For transparency and better understanding between employers and employees, the eight most important things are:

  1. Eligibility: Who is eligible for a sabbatical?
  2. Duration: What is the minimum or maximum time of a sabbatical?
  3. Remuneration: Will employees be fully paid or unpaid?
  4. Company benefits: Do employees get to enjoy company benefits like health and insurance while on sabbatical?
  5. Work access: Are employees expected to tend to less urgent work matters?
  6. Application process: How do employees apply for a sabbatical, and what do they need to prepare for it?
  7. Timeframe: How early should employees apply for a sabbatical?
  8. Backfilling roles: What happens to the employee’s job while they’re away?

Besides these, a Sabbatical Leave Policy should also cover the finer details related to extended periods of leave, like what happens after employees return, whether there will be a change in their position, etc.

Simple Sabbatical Leave Policy Template

[Company Name] Sabbatical Program - Purpose

At [Company Name], we believe that employees are at the forefront of what we do, and we believe in investing in you. Taking time off work allows employees to widen their horizons, like volunteering for a charity, travelling, pursuing a degree, or just spending time with loved ones. By investing in our employees’ interests and well-being, business operations can run smoothly while maintaining high energy levels. Our [Company Name] Sabbatical Program aims to accomplish just that.

Scope

The [Company Name] Sabbatical Program applies to [full-time/executive/all/other] employees who have served at least [x consecutive years] in the company. Employees in this category are allowed to take a sabbatical leave of [y weeks/months]. Any parental leaves, sick leaves, [other types of leaves if relevant] taken during this period will not affect the number of years you have worked for [Company Name].

Compensation & Benefits

While on sabbatical, you will receive [full/partial/no salary] for [y weeks/months]. Your employment status, benefits, and contract will [remain unchanged/be subject to changes upon return].

Sabbatical Application

To apply for sabbatical leave, please [fill in this application form/contact an HR representative]. Your application should be completed, sent, and approved at least [number of months] before the start of your sabbatical. For further questions, you may contact [HR representative’s name and contact number].

Once you have submitted your application, you will hear within [number of weeks] if your application has been approved or rejected by your Reporting Manager and HR.

10 Big Companies That Offer Sabbatical Leave

1) Adobe

Regular U.S. employees of Adobe who serve five years of employment and above are entitled to sabbatical leaves that span 20-30 business days.

2) Autodesk

As long as you’re a regular U.S. employee working a minimum of 30 hours per week at Autodesk, you’ll be entitled to a fully-paid six-week sabbatical after completing four years of employment.

3) Citi

One of the most recently unveiled benefits at CitiGroup was its ‘R3’ Sabbatical Leave Program. Under this program, employees can take up to 12 consecutive weeks of leave with a portion of base pay and the same health and insurance benefits.

4) Course Hero

According to Course Hero’s brief LinkedIn description, employee benefits include a month of paid sabbatical after five years.

5) HubSpot

By providing a four-week paid sabbatical after five years of employment (among other flexible benefits), employees get to grow, learn, and belong. It’s so encouraging that there’s an inhouse HubSpot article written about it.

6) Intel

The multinational technology company offers a few options for sabbatical leaves, depending on employee eligibility. In fact, this benefit garnered Intel a spot on Glassdoor’s list of 25 Highest Rated Companies for Vacation & Paid Time Off.

7) McDonald’s

One of the reasons to be lovin’ it as the fast food giant offers a paid eight-week sabbatical for every ten years of continuous, full-time service with the business. Fun fact: McDonald’s might be the first company to offer corporate sabbaticals, with the program beginning in the 1960s!

8) Morningstar

Global team members enjoy a six-week sabbatical every four years, giving them an opportunity to refresh, recharge, and restart their mornings feeling like a star.

9) PayPal

The world-renowned financial technology company allows a four-week sabbatical once employees complete five years of continuous service with them. The ultimate winning point? It applies to both full-time and part-time staff!

10) Zillow

Coined Zillow R&R (Recharge & Reboot), this sabbatical program allows employees to take six weeks of leave (consecutively) after six years of continuous employment.

6 Frequently Asked Questions About Sabbatical Leave

1) How do you apply for sabbatical leave?

The process of applying for a sabbatical might differ by company, but it usually includes a formal application to your employer. Before you submit your application, make sure you’re aware of the full terms of it to avoid any conflict or misunderstandings.

Step 1: Identify who to address your application to.

Step 2: Indicate the duration of your sabbatical and intent.

Step 3: Attach relevant supporting documents (if applicable).

Step 4: Highlight your achievements and create a detailed workflow plan in your absence, including who you will hand over things to while you’re away.

Step 5: End your application with an approval request, and show appreciation and gratitude.

2) Can my employer reject my sabbatical?

Yes, employers can refuse sabbatical requests. As sabbaticals are non-mandated unlike PTO and annual leaves, they can be rejected as the company may not be able to afford them, or there’s no one to fill in for you while you’re away.

3) Am I allowed to use my sabbatical later on?

Delaying your sabbatical depends on your company’s policies. Some explicitly state that unused sabbatical leave will be cancelled or restarted from scratch, while some allow a certain degree of delay with reasonable explanation and documentation.

4) Can I resign during/after a sabbatical?

Unless there’s a stipulation in your contract about remaining in the company, you can resign while on sabbatical. However, submitting your resignation after your return is another question, as companies may bind you to stay with them for a period of time after your sabbatical. When in doubt, check with your HR representative and look it over with a fine comb!

5) Will I still have a job after I return from my sabbatical?

Yes, you will still remain employed after your sabbatical. Think of it as a career break to recharge your interests and discover new things to reignite the fire in you. In fact, specific companies encourage sabbaticals as it provides better employee retention and lower turnovers. However…

6) Can my employer fire me during a sabbatical?

According to The Chartered Institute of Personnel and Development, employees who are still employed while on sabbatical can be included in selections for redundancy. As you are still legally employed, you will be subject to the same obligations and risks as the rest of the workforce.

Why More Companies Should Say Yes To Sabbaticals

The term ‘sabbatical leave’ might be uncommon in employment contracts and company benefits, but it’s a major draw for prospective talents and so businesses can retain existing employees for longer.

Employers often ask, “What do employees want?!” It’s simple: a career that allows them to enjoy both work and play. A sabbatical can do just that, as a reward for long-term employees while supporting their overall development, career goals, and personal growth, or just rewarding them for being a star.

Not only do employees return from a sabbatical feeling refreshed and with new experiences, but other employees benefit by taking on new roles and responsibilities in a colleague’s absence. A company would not be anywhere without its people, so why shortchange the best asset you have?


At GRIT, we believe people look for opportunities instead of jobs in this new era of work. We focus on in-demand Digital and Technology roles, where we intelligently match outstanding talent to some of the most groundbreaking companies in the industry. Find us doing what we do best globally at our offices in Singapore, Hong Kong, Malaysia and Germany.
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