Finding the right employee is one of the most impactful decisions any business owner or HR manager can make. In Singapore’s competitive talent market, a structured hiring process saves time, reduces turnover, and ensures you stay compliant with MOM regulations.
1. Define the Role Before You Post
Before writing a job description, list the key deliverables for the role. What will success look like in 90 days? Clarity on outcomes leads to better candidate targeting and reduces mismatched applications.
2. Write a Clear, Honest Job Description
Include the job scope, required qualifications, employment type (full-time, contract, temp), and salary range. Transparency in job ads attracts candidates who are genuinely suited — and filters out those who are not.
3. Use the Right Channels
Post on MyCareersFuture.sg (mandatory for most positions under the Fair Consideration Framework), LinkedIn, and industry-specific job boards. A licensed employment agency can expand your reach significantly, especially for specialist or volume hiring needs.
4. Screen Effectively
Review CVs against your must-have criteria first, then nice-to-haves. For operational roles, a short phone screen before a full interview saves everyone’s time. Structured interview questions — asking all candidates the same questions — lead to fairer, more defensible decisions.
5. Stay MOM-Compliant
Singapore’s Fair Consideration Framework requires employers to advertise most positions on MyCareersFuture.sg for at least 14 days before submitting an Employment Pass application. Ensure your hiring practices are documented and non-discriminatory.
6. Onboard Thoroughly
The first 30 days set the tone for a new hire’s tenure. A structured onboarding plan — covering company culture, role expectations, and key contacts — significantly improves retention.
Need help hiring? Contact ASK Connections — our team of experienced recruiters handles permanent, contract, and temp placements across all industries in Singapore.