[Singapore] Applying for Employment Pass using a fair recruitment process

[Singapore] Applying for Employment Pass using a fair recruitment process
29 Jun 2023

Singapore has a large foreign workforce with around a third of its skilled employees from outside the country and it has historically been open to business from overseas.

However, the Singaporean government is keen to make sure that locals have an equal chance of securing professional, managerial, executive and technical (PMET) positions and it has introduced fair recruitment processes to support this aim.

In 2006, Singapore established the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) and employers in Singapore must now adhere to its guidelines. According to Agility EOR, these revolve around 5 principles of fair employment;

  • Recruit based on merit (such as skills and experience)
  • Respect employees
  • Provide fair opportunities (like training and development)
  • Reward fairly
  • Comply with labour laws

 

Recruitment based on merit means that employers should follow a fair recruitment process. This also applies when a business wants to apply for an Employment Pass (EP) to permit a foreign worker to legally work in Singapore.

In a fair recruitment process, job ads should be written in a set way - avoiding discriminatory language - the role should be advertised on MyCareersFuture for a minimum length of time (with some exemptions) and all applicants should be measured by the same assessment criteria. 

The process may sound prescriptive, however, it is beneficial for businesses too because it allows them to find and identify the best possible candidate for a role.

After following a fair recruitment process in Singapore, if a business identifies that the best candidate for a role is a foreign worker, their application will be strengthened because the correct steps were followed. Without it, Agility EOR says the application will almost certainly be rejected.

To apply for an Employment Pass for a role, organisations must ensure that it meets minimum wage criteria and the candidate should be suitably qualified. For further information on hiring in Singapore using an Employment Pass, download Agility EOR’s free Singapore employment guide.


Source: Agility EOR

(LInks via original reporting)

Singapore has a large foreign workforce with around a third of its skilled employees from outside the country and it has historically been open to business from overseas.

However, the Singaporean government is keen to make sure that locals have an equal chance of securing professional, managerial, executive and technical (PMET) positions and it has introduced fair recruitment processes to support this aim.

In 2006, Singapore established the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) and employers in Singapore must now adhere to its guidelines. According to Agility EOR, these revolve around 5 principles of fair employment;

  • Recruit based on merit (such as skills and experience)
  • Respect employees
  • Provide fair opportunities (like training and development)
  • Reward fairly
  • Comply with labour laws

 

Recruitment based on merit means that employers should follow a fair recruitment process. This also applies when a business wants to apply for an Employment Pass (EP) to permit a foreign worker to legally work in Singapore.

In a fair recruitment process, job ads should be written in a set way - avoiding discriminatory language - the role should be advertised on MyCareersFuture for a minimum length of time (with some exemptions) and all applicants should be measured by the same assessment criteria. 

The process may sound prescriptive, however, it is beneficial for businesses too because it allows them to find and identify the best possible candidate for a role.

After following a fair recruitment process in Singapore, if a business identifies that the best candidate for a role is a foreign worker, their application will be strengthened because the correct steps were followed. Without it, Agility EOR says the application will almost certainly be rejected.

To apply for an Employment Pass for a role, organisations must ensure that it meets minimum wage criteria and the candidate should be suitably qualified. For further information on hiring in Singapore using an Employment Pass, download Agility EOR’s free Singapore employment guide.


Source: Agility EOR

(LInks via original reporting)

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