KIRSTY POLTOCK, MANAGING DIRECTOR, SINGAPORE, JAC RECRUITMENT

by Lucy Haydon, Editor / Photos JAC Recruitment

What are the latest trends in the recruitment sector for companies and those job-hunting should be aware of?

Despite all the retrenchments we saw at the end of last year, especially in the tech sector, Singapore remains very optimistic and upbeat about hiring. The tech , particularly cybersecurity, banking and financial institutions, logistics, FMCG, and healthcare industries continue to be growth areas within the market. There are some firms that are holding out on their business growth plans to closely monitor the economic outlook and how we might be affected. However, from all the clients we have been engaging with, everybody is quietly optimistic and keen to grow their businesses this year.

For organisations that are considering monitoring the market and therefore taking a more cautious approach to their talent management strategy, there is an increased focus on retention and employee engagement. There is a noticeable pattern where companies are making a concerted effort to improve employee well-being by enhancing mental health support and awareness, promoting flexibility, and offering learning opportunities such as rotations or courses. These tactics not only help to increase employee retention but also enable the organization to invest in its workforce for future growth.

For jobseekers in this market, we are still seeing Singapore as a very startup-rich environment, which can offer increased opportunities. Things to consider when joining an organisation, especially a start-up, would be to understand what sort of exposure, and career development you will be able to gain to support your longer-term career growth. In a market where skills-based recruitment is a pivotal focus, this also offers you as the job seeker, the opportunity to transition into different industries or roles to further your progression.

Many companies are currently offering contract-based roles as a key strategy for talent acquisition. It is worth noting that even if job seekers have not previously considered this type of employment, they should not overlook the potential benefits. Contract positions can provide a valuable platform for individuals to gain exposure and knowledge, similar to what one might experience in a startup environment.

Whether you are contemplating joining a startup or a well-established company, the most significant trend for job seekers is not solely focused on financial compensation and benefits, although they are undoubtedly significant factors. Rather, the critical areas that individuals consider are the exposure opportunities, new experiences, and options for increased responsibility as well as the ability to pivot into a different industry.

Are there any unique traits in recruitment for the Singapore and wider regional market?

Singapore is often considered the hub of Asia, with the key industries being in the financial services, technology, and healthcare industries. Singapore as a hub offers the unparalleled opportunity to engage with stakeholders who are either regionally or globally focused.

The Singaporean job market has attracted significant investments from China, leading to the emergence of new firms in the technology and financial services sectors. With a perfect blend of Eastern and Western cultures, Singapore offers an exceptional opportunity for individuals to enhance their learning and growth, regardless of their origin.

Are there are any tips you would give new market entrants as they look to find talent for their new business, given the limitations around employment passes?

To entice the top talent, new companies entering the Singapore market need to possess a compelling vision, be agile, and act quickly. They should use their narrative, objectives, and vision to explain their reason for operating in Singapore and what they aim to accomplish. Besides highlighting the job role, they must also emphasize the growth prospects and career opportunities that come with working for their company. It is crucial for new entrants to make their journey captivating and motivating to counter the cautious career decision-making culture prevalent in Asia.

Companies should also be open to reskilling candidates who possess some experience but lack the required skills or qualifications. The skills-based recruitment approach that focuses on potential instead of experience or qualifications is becoming popular and advantageous for new market entrants.

For candidates, flexible work environments and hybrid working are still very much one of the top things that people ask for during the negotiation stage. Hybrid working is here to stay but every organisation has a different view on how to implement it. The firms that I see managing it well have a policy but leave it very much down to the managers or the individuals to make the right decision on flexibility but also ensuring productivity and progress is a key focus. It is a trust-based arrangement.

On the topic of flexibility and allowing individuals more support- last month the Singapore government announced that paternity leave is going to increase in 2024. This is an exciting step forward and really demonstrates the commitment at all levels your organization, you haven’t voiced your terest or communicated your potential. Taking charge in Singapore to embrace a supportive and flexible work environment.

You’ve spent over 17 years in recruitment, how has your career developed over time, and what recommendations would you give to fellow professionals in the sector?

I worked with my previous firm for just under 16 years and I’ve been with JAC Recruitment now for two years. In my previous firm, I worked in the UK and then in Singapore. I was quite clear from the start that I wanted to grow my career.

Fresh out of university, I was focused on job titles as my barometer of success. I took what I would say was the road less travelled; I took the less desirable roles, offices or operations that were underperforming, even in inaccessible locations. I took on roles where you had to get your hands dirty, where you were not managing the status quo, but you could have the biggest impact. I also had some fantastic leaders who believed in me and pushed me.

These opportunities helped me develop the skills and mindset that has allowed me to be in the position I am in now. It gave me the confidence to say I am comfortable working in situations where you must be agile and you have to make decisions quickly. You cannot be phased by failure or too much pressure, and you must work a strategy to build the business and move forward. These experiences helped me hone my sales skills both as a recruiter and as a leader.

I am passionate about finding external mentors or peer groups to gain perspective outside of my day-to-day environment. I wanted to make sure that I was getting different perspectives, so I focused on attending different networking events, ensuring I connected with my peers in similar firms and sought an external mentor. This allowed me to challenge my own views and develop my mindset.

If you want opportunities and if you want to grow, you have to put yourself out there. It is not just about waiting for your company to put those opportunities for learning or networking in front of you. It is about you owning your own development. Don’t wait for your company to present learning or networking opportunities, instead take charge of your own progress. If you’re lucky, you might have a supportive boss who can help design your training and development plan. Alternatively, your business’s L&D function might be excellent, but not everyone works in that environment. Therefore, it’s crucial to empower yourself and discover those opportunities on your own.

Do not allow “no” to be the final answer. Failure is not always a dead end, but rather a chance to learn and grow. As your circumstances change, it is important to clearly communicate your evolving requirements as an employee. What you needed as a fresh graduate differs from what you need as a parent, and the pressures of your job may have shifted since you started. However, by being transparent about your contributions, expectations, and goals with your employers, you can establish a mutually beneficial relationship.

To ensure that I am on track, I regularly take a step back and take a helicopter view of my personal and professional objectives. It is easy to get caught up in daily routines and checklists, without realizing the progress you’re making. Sometimes, there may be significant opportunities available within your organization, but you have not voiced your interest or communicated your potential. Taking charge of your destiny is my recommendation. Try different opportunities, test yourself and put yourself out there. Your greatest opportunity to learn will come when you are outside of your comfort zone.

You have an interest in diversity, participating in some of our D&I activities since you’ve joined the Chamber with JAC Recruitment. As we focus on equality for this month’s International Women’s Day, how does the business approach gender equality?

The co-founder of our business in the UK was a foreign woman who now serves as our Chairwoman and CEO. It is through her remarkable adaptability and resilience to change have set the tone for our business, which is not a conventional one. We embrace equality in every aspect, not just in terms of gender, but also sexual orientation, race, and religion. Our offices promote inclusivity through numerous messages and environments, and we commemorate significant milestones, such as International Women’s Day, mental health, and LGBTQIA+ awareness.

Approximately sixty percent of our management team is female, and we prioritise hiring based on potential and skills, rather than background or experience. Our promotion process is transparent and consistently based on key behaviours, in addition to hitting certain milestones. We have a mentoring scheme that supports future and experienced leaders, as well as a buddy system that helps new employees settle in well. We invest significantly in leadership training for all regardless of gender or background. Flexibility is also a priority to us, as we believe in providing opportunities for individuals to balance their work and life goals and pressures, thus creating a truly inclusive and equal environment. Lastly, our internal mobility scheme allows our employees to relocate across our 26 global locations. It is about equality and inclusivity for all areas.

About JAC Recruitment Singapore

JAC Recruitment Singapore is a part of JAC Group, a leading recruitment and business solutions consultancy with over 45 years of specialised recruitment experience and expertise in strengthening the growth of companies throughout Asia, Europe, and the United States. Originally founded in London in 1975, JAC Group is listed on the Tokyo Stock Exchange Prime Market (TYO:2124) and employs 1,700 staff across 27 locations. JAC Group is known for its strong regional network, specialised industry focus and detailed understanding of the local markets, which allows the business to deliver excellent service and source exceptional talent. In Singapore, we have over 50 specialised consultants that cover Banking and Financial Services, Corporate Services, Digital and Information Technology, Healthcare and Life Sciences, Industrial, Sales & Marketing, and Contract and Payroll Services. We also have a dedicated team that can assist with Client Advisory for the Japanese market. Our Singapore office has been operating for over 35 years now, we recently held our 35th birthday last year.