Recruitment Services in Singapore
The human element is essential to any successful business, making it crucial to choose the right recruitment agency as your partner for all human resource needs, one that understands your growth drivers. Whether you are restructuring, building a new team, or expanding in Singapore, our search and selection service can significantly impact your business.
Singapore is widely recognized as a global business hub. It offers several advantages that make it a preferred destination for businesses and multinational corporations:
- Strategic Location: Situated in Southeast Asia, Singapore serves as a gateway to key markets in Asia, including China, India, and ASEAN countries.
- Strong Economy: Singapore has a highly developed and diversified economy, supported by sectors such as finance, manufacturing, logistics, and technology.
- Business-Friendly Environment: The country consistently ranks high in ease of doing business due to its transparent regulatory framework, low corporate taxes, and robust infrastructure.
- Global Financial Hub: Singapore is one of the world’s leading financial centers, with a well-established banking sector, stock exchange, and access to global capital markets.
- Skilled Workforce: The country has a highly educated and skilled workforce, with a focus on attracting international talent.
- Political Stability and Rule of Law: Singapore is known for its political stability, low corruption, and efficient legal system, creating a secure environment for businesses to thrive.
- Innovation and Technology: Singapore is a hub for innovation, particularly in industries such as fintech, biotechnology, and information technology, with a focus on smart city development and sustainability.
These factors, combined with its strategic location and openness to foreign investment, make Singapore a key business hub in the global economy.
Singapore’s population is approximately 5.64 million, including citizens, permanent residents, and foreign workers.
- Labor force: 3.65 million
- Limited skill workers: 1 million
- Skilled workers: 1.1 to 1.3 million
- Specialist: 300.000
- Professional workers: 900.000
- Technical: 1 million
Our key strength lies in identifying local talent who can seamlessly integrate into your global culture, drawing on our extensive recruitment experience and deep understanding of our clients’ needs. Our priority is always to ensure the right workforce to support the long-term success of your business.
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Recruitment Scope
We offer recruitment of candidates intended to be hired under our Employer of Record Singapore service.
We handle all mid to senior-level positions in Singapore, covering both niche and general sectors. One of our recruitment team’s key strengths is identifying highly motivated candidates who possess both an international business mindset and the necessary local expertise.
Our primary focus is on understanding our client’s needs while paying close attention to the company’s culture. We use a unique search and selection process, combining tailored recruitment strategies and tools to meet the expectations of both clients and candidates. Achieving a mutual alignment of these expectations is the cornerstone of our success.
Our search and selection service aims to foster long-term cooperation between clients and candidates through clear and objective communication.
Advantages of Recruiting with FMC Group
We offer
- Over 20 years of recruitment experience in Turkey, serving international clients.
- Comprehending our clients’ requirements, the local dynamics, and the significance of cultural alignment.
- Identifying highly motivated and trustworthy candidates with a global business perspective.
- Providing comprehensive support throughout the entire interview process, including contract negotiations, rather than just pre-selecting candidates.
- Functioning as your local HR department, acting as a genuine partner and consultant.
- Selecting candidates who are committed to fostering long-term relationships with our clients.
Our Recruitment Service Offering in Singapore
- Job Description: After assessing the client’s business objectives, FMC Group drafts the job description and, if necessary, adjusts the role’s requirements to align with local standards.
- Advertisement: FMC Group creates the job advertisement and publishes it on various online job portals.
- Database Search: FMC Group reviews its database to identify and evaluate the interest of suitable candidates for the position.
- Direct Search/Headhunting: FMC Group actively searches for potential candidates with relevant job experience in similar sectors and contacts them for further consideration.
- Pre-Selection of Candidates: FMC Group screens all applications, comparing them to the required qualifications, and handles communication with potential candidates.
- Face-to-Face Interviews: FMC Group conducts initial in-person interviews to create a long list, evaluating candidates based on specified criteria to produce a shortlist of the most qualified individuals.
- Reporting: FMC Group compiles a detailed report on shortlisted candidates, including evaluations, resumes, and profiles.
- Joint Interviews: FMC Group arranges for clients to participate in interviews with the shortlisted candidates.
- Reference Checks: FMC Group verifies the selected candidates’ references through phone interviews.
- Personality/Talent Assessment: FMC Group carries out individual assessments on the chosen candidates, providing a report that outlines their competencies and personality traits.
- Contract Negotiations: FMC Group assists in the contract negotiation process until the candidate is successfully hired.
Remuneration Packages and Side Benefits for Employees in Singapore
While various factors influence job selection, such as career development opportunities, workplace culture, and social benefits, remuneration remains a primary reason for employees considering leaving their current positions in Singapore.
Employee salaries across all categories are typically determined through direct negotiations between employers and employees, often guided by the relevant industry collective agreements, while also adhering to the Ministry of Manpower’s regulations regarding the minimum wage.
In Singapore, salaries must be paid in Singapore dollars, though negotiations can sometimes occur in other currencies if agreed upon. Employers are required to clearly outline the monthly net salary on employees’ payslips starting from the first month of employment.
Salaries are generally structured as 12 monthly payments, with the “13th month” bonus being a common practice. In some sectors, additional bonuses may be provided, resulting in a “14th month” salary or more, which serves as an incentive for performance and retention.
Common Employee Benefits in Singapore
The most common employee benefits included in remuneration packages in Singapore are:
- Company Car: Company vehicles are a prevalent part of compensation strategies, typically offered to executives, top management, and employees in sales roles. The type and brand of the car usually correspond to the employee’s level within the organization.
- Fuel Costs: Fuel expenses may be covered as part of the company car package, or they can be included separately in the compensation packages for employees who travel frequently.
- Meal Vouchers: Meal vouchers are commonly provided by employers as an alternative to in-house dining facilities, allowing employees to partially or fully pay for their meals during work hours.
- Health Insurance: Most companies in Singapore offer health insurance coverage to their employees, which serves as a significant incentive for talent retention. This benefit is increasingly valued, especially in light of rising healthcare costs.
- Mobile Phone: While mobile phones were traditionally limited to sales departments, many companies now provide mobile devices to employees across various sectors, particularly those whose roles involve travel or require consistent communication outside of office hours.
Working Hours in Singapore
Standard working hours typically follow a 9:00 AM to 6:00 PM schedule for a 5-day workweek, including a one-hour lunch break, amounting to around 44 hours per week. For a 6-day workweek, the hours are usually 9:00 AM to 5:00 PM from Monday to Friday, with a half-day on Saturday, such as 9:00 AM to 1:00 PM, also totaling approximately 44 hours weekly.
According to the Singapore Employment Act, employees should not work more than 8 hours per day or 44 hours per week unless overtime is compensated. Overtime work is limited to 72 hours per month. However, many companies now offer flexible working hours or hybrid work models depending on the industry.
Vacation Days for Employees in Singapore
In Singapore, the number of vacation or annual leave days for employees depends on their length of service and is governed by the Employment Act. Key points include:
- Employees are entitled to 7 days of paid annual leave after completing one year of service.
- For each additional year of service, employees receive one extra day of leave, up to a maximum of 14 days after eight years of service.
- These leave entitlements apply to employees who have worked for the employer for at least three months.
Employers may offer more leave days depending on company policies, and some sectors or roles might have different leave arrangements outside the minimum requirements.
Singapore has 11 public (bank) holidays each year, which cover various cultural, religious, and national observances. Here are the bank holidays and what they represent:
- New Year’s Day – January 1
Celebrates the beginning of the new year. - Chinese New Year – Dates vary (usually January or February, based on the lunar calendar)
A major holiday celebrated by the Chinese community, with two consecutive public holidays marking the start of the Lunar New Year. - Good Friday – Date varies (usually March or April, based on the Christian calendar)
A Christian holiday commemorating the crucifixion of Jesus Christ. - Labour Day – May 1
International Workers’ Day, celebrating the contributions of workers. - Hari Raya Puasa (Eid al-Fitr) – Date varies (based on the Islamic calendar)
A significant religious holiday marking the end of Ramadan, the Islamic holy month of fasting. - Vesak Day – Date varies (usually in May)
A Buddhist holiday commemorating the birth, enlightenment, and death of Gautama Buddha. - Hari Raya Haji (Eid al-Adha) – Date varies (based on the Islamic calendar)
Another important Islamic holiday, marking the end of the Hajj pilgrimage and celebrating the willingness of Ibrahim (Abraham) to sacrifice his son as an act of obedience to God. - National Day – August 9
Celebrates Singapore’s independence from Malaysia in 1965. - Deepavali – Date varies (usually October or November, based on the Hindu calendar)
The Hindu Festival of Lights, symbolizing the victory of light over darkness and good over evil. - Christmas Day – December 25
A Christian holiday celebrating the birth of Jesus Christ.
The dates of the Chinese New Year, Hari Raya Puasa, Hari Raya Haji, Vesak Day, and Deepavali vary each year because they are based on lunar or religious calendars.
Notice Period for Employees and Probation Period
In Singapore, the notice period and probation period for employees are governed by the terms of the employment contract, with general guidelines set by the Employment Act.
- Notice Period:
The notice period is the amount of time an employee or employer must give when ending employment. It is typically stated in the employment contract and can vary based on the agreement between both parties. If no period is specified, the Employment Act provides minimum notice periods based on the length of employment:
- Less than 26 weeks (6 months): 1 day’s notice
- 26 weeks to less than 2 years: 1 week’s notice
- 2 years to less than 5 years: 2 weeks’ notice
- 5 years or more: 1 month’s notice
The notice period must be the same for both the employee and employer. If either party does not provide sufficient notice, they may need to compensate the other party in lieu of notice (payment for the length of the notice period).
- Probation Period:
The probation period is the initial phase of employment where the employer assesses an employee’s suitability for the role. It is not mandated by law, but is commonly included in employment contracts. The typical probation period in Singapore lasts between 3 to 6 months, though this can vary depending on the company.
During the probation period, employees usually have shorter notice periods (often 1 week), as specified in their contract. The terms of the probation period, including its length and notice requirements, should be clearly outlined in the employment contract.
If an employee successfully completes the probation period, they are often confirmed as a permanent employee, with the full terms of the contract taking effect.
Disclaimer: Although we carefully researched and compiled the above information, we do not give any guarantee with respect to the actuality, correctness, and completeness.