Employer
|
Talent

Throughout 2024, hiring in Hong Kong has remained relatively cautious, with growth still subdued despite improvements from the previous year. Global economic challenges, geopolitical tensions, and the lingering impact of the pandemic have left many companies hesitant to expand, adopting a 'wait and see' approach. The city’s attempt to re-establish itself as a regional headquarters for international firms has been impacted by the loss of businesses relocating to places like Singapore, tarnishing Hong Kong's reputation as a global career hub.

The demand for skilled professionals in sectors such as technology, fintech, ESG (Environmental, Social, Governance), and healthcare continues to grow. Companies are increasingly offshoring routine roles to neighboring regions with lower costs, like Southeast Asia and mainland China, but focusing on retaining high-value, strategic roles in Hong Kong. Despite the uncertainties, Hong Kong's strategic location and efforts to attract global talent remain key to its gradual recovery, with tech-driven sectors expected to lead hiring trends moving forward.

Our report highlights the latest hiring trends, key roles in demand, challenges, and a comprehensive salary benchmark across these core sectors:

Download the full report to gain detailed salary insights and stay competitive in Hong Kong's job market for 2024/2025!

The job market in Singapore is evolving rapidly, with significant changes expected throughout 2024 and into 2025. As companies navigate a challenging global economy, there are key trends emerging across various sectors, making Singapore a strategic hub for talent in the Asia-Pacific region.

While hiring activity has seen improvement compared to 2023, the focus has been primarily on junior to mid-management roles, with senior management positions recovering more slowly. Singapore’s status as a high-cost business center continues to influence companies' strategies, as many reevaluate their local presence in favor of lower-cost alternatives. Nevertheless, Singapore's role as a leading technology and financial hub remains intact, attracting businesses seeking access to Asia's growing markets.

Our report highlights the latest hiring trend, key roles in demand, key challenges, and a comprehensive salary benchmark across these key roles:

Singapore's job market outlook for 2024 is one of cautious optimism. As businesses continue to navigate the aftershocks of the pandemic and global uncertainties, the demand for talent—especially in tech, finance, and green industries—is set to rise. For companies seeking to attract top talent or professionals looking for their next opportunity, now is the time to capitalize on these emerging trends.

Download the full report to get detailed salary insights and stay ahead in the Singapore job market for 2024/2025!

In today's fast-paced business environment, staying ahead of the curve in talent management and recruitment strategies is crucial for organizational success. The challenge of finding and retaining top-tier executive talent, while balancing financial constraints, is a puzzle many companies are eager to solve. If you find yourself navigating these complex waters, seeking innovative solutions to enhance your leadership team without overspending, we have something that might just change the game for you.

Introducing our latest eBook: "Fractional Hiring: Revolutionising Executive Roles in Contemporary Organisations". This isn't just any resource; it's a comprehensive exploration into the transformative world of fractional executive hiring:

If you're ready to redefine how your business approaches executive talent and leadership development, our eBook is an essential read. Arm yourself with the knowledge and strategies to not only navigate the complexities of modern hiring but to thrive in doing so. The future of executive hiring is fractional, flexible, and financially savvy – and it's all within your reach.

Download our eBook today and embark on a journey to transform your talent management approach for an era of business agility and innovation. The blueprint for a more dynamic and cost-effective leadership model is just a download away.

Navigating the intricate world of HR budgeting can often feel like walking through a maze. With ever-evolving industry standards, ensuring that every cent is allocated wisely can be overwhelming. If you've been scratching your head over where your HR expenses are heading, it might be time for a fresh perspective.

Introducing our latest HR Budget Blueprint eBook – a comprehensive guide crafted for HR professionals, by HR professionals. This isn’t just another eBook; it's a deep dive into HR budgeting essentials:

So, if you're ready to transform your HR budgeting approach, give our eBook a read. Equip yourself with the knowledge and tools to optimize your HR financial strategy for the year ahead. The path to a streamlined HR budget is just a download away.

Download the FREE resource now!

In the dynamic realm of recruitment, where industries continuously evolve and candidate expectations shift, hiring professionals constantly grapple with the challenge of staying updated and pertinent. Amidst this backdrop, the job interview emerges as a pivotal procedure. Employers rely on it to not only verify the proficiencies claimed in candidates' resumes but also gauge skills, personality traits, and communication abilities. More than a mere skill assessment, interviews offer insights into whether a candidate's aspirations and values resonate with the company's ethos. Recognising the sheer importance of this process, we have meticulously curated our newest eBook. This isn't just a resource; it's a blueprint, offering clarity and direction for modern-day hiring success. From strategies and case studies to innovative approaches, our guide is designed to empower you in the intricate journey of recruitment.

A Deeper Dive Into the eBook's Core

Our eBook is structured to guide you seamlessly through the recruitment process, ensuring no stone is left unturned:

Why This eBook is a Must-Read

Recruitment is not just about filling a vacancy; it's about bringing in talent that aligns with the company's ethos and can propel the organisation forward. Our eBook is designed to serve as a handy tool for both novice recruiters and seasoned hiring managers. It offers a cohesive understanding of the contemporary recruitment landscape, ensuring that every hire is a step in the right direction. Download your copy now!

Finding the perfect leaders for your organisation's C-suite is a demanding endeavour, one that holds immense importance in shaping the future success and stability of your business. Assembling a compatible executive team requires careful consideration of various factors, including skills, experience, cultural fit, and alignment with your organisation's vision. However, navigating these complexities can often feel like deciphering a complex puzzle.

The task of C-level recruitment poses formidable challenges, but fear not — we have created just the right comprehensive guide to help you complete the puzzle. This invaluable resource serves as a compass, providing practical solutions and expert insights to streamline your executive hiring process.

Within the pages of our comprehensive whitepaper, we delve deep into the full process of sourcing, screening, and interviewing the best C-suite candidates:

  1. Defining recruitment process that involves few extra steps
  2. How and where to find top C-suite talent
  3. How to evaluate and measure C-suite talent competency
  4. Typical interview questions for C-suite talent
  5. Should you consider engaging an executive recruiter

Our comprehensive guide is meticulously crafted to address the unique challenges faced by organisations like yours, equipping you with the tools and knowledge necessary to make informed decisions. Don't miss this opportunity to gain a competitive edge in C-level recruitment. Download our FREE resource today and unlock the secrets to building a compatible C-suite that will shape the future of your organisation.

Gone are the days when employers could post a single job ad, and expect a flood of qualified applicants to come pouring in! The job market has become increasingly competitive, with job seekers having more options than ever before. As a result, employers are struggling to find the right people to support their business goals. 

Traditional hiring methods, such as posting ads on multiple job boards or relying on resumes and cover letters, are no longer sufficient. To succeed in today's fast-paced and dynamic environment, employers need to adopt sustainable recruitment strategies that go beyond just filling open positions. This requires a shift in mindset from the conventional approach of hiring for skills and qualifications, to hiring for values and cultural fit. 

By doing so, they can develop a steady pipeline of top talent who are not only skilled and knowledgeable, but are also highly engaged and committed to the company's success. In addition, this method can help to reduce turnover rates, which can be a significant cost to companies. When employees are engaged and satisfied with their work, they are more likely to stay with the company for the long term. This reduces the need for constant hiring and training, which can be time-consuming and expensive.

In addition, sustainable recruitment strategies can help to improve the employer brand. When companies focus on creating a positive candidate experience and building a culture that fosters employee engagement and satisfaction, they become known as an employer of choice. This can help to attract top talent, and improve the company's reputation in the industry.

In fact, the statistics on sustainable recruitment speak for themselves. According to a report by LinkedIn, 75% of talent acquisition leaders believe that employer branding has a significant impact on their ability to hire great talent. Furthermore, companies with strong employer brands see a 43% reduction in cost per hire and a 28% reduction in turnover rates. In another report, it was found that 69% of job seekers would not take a job with a company that had a bad reputation, even if they were unemployed.

It's evident how essential it is for your company to have a solid sustainable recruitment strategy in place, which is why we've come up with this comprehensive guidebook, so you can hire effectively especially in this challenging recruitment market! Download the comprehensive ebook now!

In today's digital age, software engineering has become an integral part of many industries and companies. For example, the U.S. Bureau of Labor Statistics has found that software developers are expected to see the third-largest increase in jobs of any occupation over the 2021-31 decade.

As a result, recruiters and HR managers are often tasked with finding and hiring skilled software engineers to fill critical roles within their companies. However, that field is complex and constantly evolving, with a wide range of technical terms and jargon that may be unfamiliar to those outside of the industry.

By familiarising themselves with software engineering concepts and terminology, recruiters and HR managers can more effectively navigate the ever-changing landscape of software engineering, properly identify and evaluate suitably skilled candidates who can drive success for the business.

  1. Agile development: An iterative approach to software development that emphasises collaboration, flexibility, and customer satisfaction.
  2. Algorithm: A step-by-step procedure for solving a problem or performing a task, often used in software development.
  3. API: An acronym for Application Programming Interface, a set of protocols and tools for building software applications.
  4. API endpoint: The specific location or URL where a software application's API can be accessed.
  5. API gateway: A server that acts as an intermediary between a client and a collection of microservices, providing a unified API and handling tasks such as authentication and load balancing.
  6. Artificial intelligence: The simulation of human intelligence in machines, typically involving techniques such as machine learning, natural language processing, and computer vision.
  7. Asynchronous programming: A programming paradigm in which code execution does not happen in a linear, synchronous manner, but instead uses callbacks, promises, or other mechanisms to handle events or delays.
  8. Automation testing: The process of using software tools to automate the execution of tests, reducing manual effort and improving efficiency.
  9. Back-end: The part of a software application or system that handles data storage, processing, and logic behind the scenes.
  10. Backend as a service: A cloud-based service that provides infrastructure and tools for building backend functionality, such as data storage and authentication, without requiring the development team to manage the underlying infrastructure.
  11. Big data: Large volumes of complex data that require specialised tools and techniques for storage, processing, and analysis.
  12. Bug: An error or defect in software code that causes it to behave unexpectedly or incorrectly.
  13. Business logic: The code and rules that define how a software application or system operates, including data processing, calculations, and workflows.
  14. Client-server architecture: A software architecture pattern in which a client application communicates with a central server to exchange data and perform tasks.
  15. Cloud computing: The delivery of computing services over the internet, including storage, processing power, and software applications, typically provided by third-party providers.
  16. Code review: The process of examining code written by other developers to identify potential issues or improvements, typically done by other members of the development team.
  17. Continuous delivery: A software development approach in which code changes are automatically built, tested, and deployed to production, often using a pipeline or workflow tool.
  18. Continuous integration: A software development practice where developers frequently merge their code changes into a shared repository, allowing for early detection and resolution of conflicts and errors.
  19. Cross-platform development: The process of building software applications or systems that can run on multiple operating systems or platforms, typically using frameworks or development tools that support this capability.
  20. Cryptography: The practice of using mathematical algorithms and protocols to secure and protect data, communications, and transactions.
  21. Data analytics: The process of analysing and interpreting large volumes of data to identify patterns, trends, and insights, often using specialised tools and techniques.
  22. Data structures: The way data is organised and stored in a software application or system, typically using concepts such as arrays, lists, trees, and graphs.
  23. Database: A software application that stores and organises data, typically using a structured query language (SQL) to interact with the data.
  24. Debugging: The process of identifying and fixing errors, bugs, or issues in software code, typically using tools or techniques such as breakpoints and logging.
  25. Dependency injection: A programming technique in which the dependencies of a software component or module are provided externally, rather than being created within the object itself, typically to increase flexibility and maintainability.
  26. DevOps: A software development approach that emphasises collaboration and integration between development teams (Dev) and operations teams (Ops), often using automation and continuous delivery practices.
  27. Docker: A platform for building, shipping, and running distributed applications, typically using containers to encapsulate and isolate different components or services.
  28. Domain-driven design: A software development approach that emphasises modelling software based on business or domain concepts, often using domain-specific languages (DSLs) or patterns.
  29. Dynamic programming: A programming technique in which solutions to complex problems are computed by breaking them down into smaller sub-problems, often using memoisation or tabulation to avoid redundant computations.
  30. Event-driven architecture: A software architecture pattern in which components or services communicate by sending and receiving events or messages, often using a message broker or event bus.
  31. Exception handling: The process of handling and recovering from errors or exceptions that occur during the execution of software code, typically using try-catch blocks or similar constructs.
  32. Framework: A set of pre-written code libraries and tools that provide a foundation for building software applications.
  33. Front-end: The part of a software application or system that users interact with, including the user interface and user experience.
  34. Functional programming: A programming paradigm that emphasises functions as the primary building blocks of software, often using concepts such as immutability, higher-order functions, and lambda expressions.
  35. Git: A popular distributed version control system for managing software code and project files, typically used in software development teams.
  36. GraphQL: A query language and runtime for APIs that provides a flexible, efficient, and type-safe way to request and deliver data, often used in web and mobile applications.
  37. Grid computing: A type of distributed computing that involves connecting and coordinating computing resources from multiple machines or clusters to perform large-scale computations or simulations.
  38. IDE: An acronym for Integrated Development Environment, a software application that provides a comprehensive environment for software development, including features such as code editing, debugging, and testing.
  39. IDE plugins: Extensions or add-ons to an integrated development environment (IDE) that provide additional functionality or integration with other tools.
  40. Infrastructure as code: The practice of managing and provisioning infrastructure resources, such as servers and networks, using code and automation tools, often using configuration management tools or infrastructure-as-code frameworks.
  41. Internet of Things (IoT): A network of physical devices, vehicles, home appliances, and other items embedded with sensors, software, and connectivity that enables them to collect and exchange data over the internet.
  42. Iterative development: A software development approach in which software is developed and delivered incrementally and continuously, allowing for ongoing feedback and adaptation.
  43. Jenkins: A popular open-source automation server used for building, testing, and deploying software projects.
  44. Kubernetes: An open-source container orchestration platform that automates the deployment, scaling, and management of containerized applications.
  45. Machine learning: A branch of artificial intelligence that involves building/training algorithms and models that enable computers to learn from data and improve their performance over time.
  46. Microservices: A software architecture pattern in which a large application is broken down into smaller, independently deployable services that can be developed, deployed, and scaled separately.
  47. MVC: An acronym for Model-View-Controller, a design pattern that separates an application into three interconnected components: the model (data), the view (user interface), and the controller (logic and input handling).
  48. Node.js: An open-source, cross-platform runtime environment that allows developers to run JavaScript code outside of a web browser, often used for building server-side applications.
  49. Object-oriented programming (OOP): A programming paradigm that emphasises the use of objects and classes to model real-world entities and their relationships, often using concepts such as encapsulation, inheritance, and polymorphism.
  50. Open-source software: Software that is freely available and can be modified and redistributed by anyone.
  51. Pair programming: A software development technique in which two developers work together at one computer, with one person writing code (driver) and the other person reviewing it in real-time (navigator).
  52. Performance testing: The process of testing a software application or system to evaluate its performance under various conditions and loads.
  53. Platform as a Service (PaaS): A cloud computing service model that provides a platform for building, testing, deploying, and managing software applications without the need for infrastructure management.
  54. Polymorphism: A concept in object-oriented programming that allows objects of different classes to be treated as if they belong to the same class.
  55. Progressive Web Apps (PWA): Web applications that use modern web capabilities to provide an app-like experience, including offline functionality, push notifications, and access to device hardware.
  56. Python: A high-level, interpreted programming language that is widely used for web development, data analysis, scientific computing, and artificial intelligence.
  57. Quality assurance (QA): The process of ensuring that a software product or system meets specified quality standards and requirements, often through testing and quality control measures.
  58. React: A popular JavaScript library for building user interfaces, often used in single-page applications and component-based architectures.
  59. Refactoring: The process of restructuring and improving existing software code without changing its external behaviour.
  60. Regression testing: The process of testing software code to ensure that changes or updates have not introduced new bugs or issues, nor caused unintended side effects or regressions.
  61. REST (Representational State Transfer): A software architecture style for building web services that use HTTP methods (GET, POST, PUT, DELETE) to perform CRUD (Create, Read, Update, Delete) operations on resources.
  62. RESTful API: An API that adheres to the principles of Representational State Transfer (REST), a web services architecture that emphasises simplicity, scalability, and flexibility.
  63. SaaS: An acronym for Software as a Service, a cloud computing service that provides software applications to users over the internet.
  64. Scalability: The ability of a software application or system to handle increasing amounts of data, users, or traffic without significant performance degradation.
  65. Scrum: An agile project management framework for software development that emphasises collaboration, flexibility, and iterative development.
  66. SDLC: An acronym for Software Development Life Cycle, a process for developing software that includes planning, analysis, design, implementation, testing, and maintenance.
  67. Security testing: The process of testing software for vulnerabilities, weaknesses, and potential security threats, often using tools and techniques such as penetration testing, vulnerability scanning, and code review.
  68. Serverless computing: A cloud computing model in which applications are built and run on a platform that manages the underlying infrastructure, including scaling and availability.
  69. Single-page application: A web application that loads a single HTML page and dynamically updates the content as the user interacts with it.
  70. Software architecture: The overall structure and organisation of software systems, including components, interfaces, and relationships.
  71. SOLID principles: A set of five design principles in software development that aim to improve code quality, maintainability, and scalability.
  72. Sprints: Fixed periods of time, typically one to four weeks, during which a software development team works on a specific set of features or tasks.
  73. Static analysis: The process of analysing software code without actually executing it, typically using specialised tools that can detect potential errors, security vulnerabilities, or performance issues.
  74. Systems integration: The process of combining different software systems or components into a larger, functioning system.
  75. Test-driven development (TDD): A software development approach in which tests are written before writing code, with the goal of ensuring that code meets specified requirements and reducing errors.
  76. Thread: A basic unit of CPU processing that can execute one or more tasks simultaneously, often used in multi-threaded software applications.
  77. TypeScript: A superset of JavaScript that adds optional static typing and other features to the language.
  78. Unit testing: The process of testing individual units or components of a software application or system to ensure they function as intended.
  79. Usability testing: The process of testing a software application or system with real users to evaluate its usability and user experience.
  80. User acceptance testing: The process of testing a software application or system with representative users to ensure it meets their needs and requirements.
  81. User experience (UX) design: The process of designing and optimising the user experience of a software product or system, often through user research, prototyping, and usability testing.
  82. User interface (UI) design: The process of creating the visual elements and controls of a software application or system that enable users to interact with and manipulate data and functionality.
  83. User story: A brief, user-focused description of a software application's functionality or feature.
  84. Version control: The practice of tracking and managing changes to software code and other digital assets over time, often using a version control system like Git.
  85. Versioning: The practice of assigning unique identifiers or version numbers to different releases/versions of a software application or system, typically using a version control system.
  86. Virtual machine (VM): A software emulation of a physical computer system that can run multiple operating systems or applications on the same hardware.
  87. Waterfall model: A traditional software development approach that follows a linear, sequential process with distinct phases for planning, analysis, design, implementation, testing, and maintenance.
  88. Web development: The process of building and maintaining websites and web applications using web technologies such as HTML, CSS, and JavaScript.
  89. Web services: Software components that enable different applications to communicate with each other over the internet, often using APIs (Application Programming Interfaces).
  90. Wireframe: A visual blueprint or schematic of a software application or system, typically used to plan and design the layout and functionality of a user interface.

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

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
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.
Connect With Us
© 2024 GRIT Search Singapore Pte Ltd. Reg. 201931701Z. EA Licence 20S0054. All rights reserved.