From scarcity to skills: 3 shifts redefining recruitment in Singapore

In conversation with Peter Bithos, Group Executive of Commercial, SEEK, and Xavier Russo, GM of SEEK Pass, we unpack the tectonic shifts in recruitment, and what they mean for employers—from managing candidate abundance, to verifying credentials, and embracing precision hiring in a skills-first world.

This article is brought to you by Jobstreet by SEEK. 

Recruitment in Singapore has come a long way in the past two decades. What started as a battle against talent scarcity has evolved into a challenge of managing abundance, discerning truth in an AI-enhanced world, and refining recruitment strategies to match an increasingly complex and competitive landscape. 

Across these shifts, one thing is clear: The hiring model has been fundamentally redefined. According to Peter Bithos (pictured above, left), Group Executive of Commercial, SEEK, "The hiring landscape has been completely turned on its head. We've observed three major evolutionary shifts across Singapore and Asia." 

Let’s unpack these key evolutions — and what they mean for today’s employers, in conversation with Bithos and Xavier Russo (pictured above, right), General Manager, SEEK Pass. 

Evolution 1: From talent scarcity to talent abundance

 

Then: In the early 2000s, employers struggled to find candidates. Access and reach were the primary obstacles. 

Now: The problem is no longer visibility. "Our data shows applications per job in Singapore surging 146% year-on-year, the highest across all Asian markets," Bithos shares. “Suddenly hirers went from 'How do I find anyone?' to 'How do I handle hundreds of applications and find the right talent?'.    

Yet, despite the flood of applications, employers still report difficulties finding skilled candidates. Jobstreet’s yet-to-be-released 2025 Hiring, Compensation & Benefits Report highlights a key reason: hiring isn’t growing, it’s consolidating — More companies in Singapore are now focused on maintaining rather than expanding headcount. As Bithos points out, this means companies are primarily filling existing roles with even higher expectations than before. 

The result? A genuine paradox. "When you're replacing a known performer, the bar is naturally higher. With applications flooding in but quality standards rising, hirers need smarter ways to invest their recruitment budgets." 

What’s working: In response, Jobstreet has introduced unlimited free job ads in Singapore — its fourth market after the Philippines, Thailand, and Indonesia. This move addresses the realities of tighter hiring budgets while allowing businesses to reserve recruitment spend for roles that need it most. 

"We're encouraging a 'pay for performance' model where hiring investments align directly with hiring challenges,” Bithos explains, adding: “It's about being smarter with recruitment resources and focusing investment precisely where it makes the biggest difference rather than spreading budgets thin across positions that don't require the same level of support.”  

Further, for hard-to-fill specialist roles, Bithos suggests the paid ad options and the SmartHire solution which combines AI matching with human expertise.  

Evolution 2: From trust-based to verification-based recruitment 

Then: Hiring was built on trust. Employers assessed candidates based on resumes, interviews, and gut instinct. 

Now: Trust alone no longer cuts it. With AI-assisted resume creation nearly doubling year-on-year, and about 42% of resumes across Asia created with the help of AI per February data, the lines between real capability and AI-enhanced storytelling are becoming increasingly difficult to discern.  

As Xavier Russo puts it: "It's not just about catching misrepresentations, but it's also about efficiency. When employers can trust the information they're reviewing from the start, they make better decisions faster. This can also help them lower the risk of bad hires." 

What’s working: To tackle this, Jobstreet has rolled out SEEK Pass, a free credential verification tool across Asia. It allows jobseekers to verify their work history and share these verified credentials directly with employers on Jobstreet and Jobsdb, helping hiring managers shortlist faster and with greater confidence. In fact, 80% of employers surveyed in Australia indicated that access to pre-verified job seekers is a helpful feature within their recruitment process, and SEEK's data revealed that verified candidates are also 10% more likely to be shortlisted. 

Critically, SEEK Pass is integrated with SingPass, Singapore’s national digital identity system, thus eliminating guesswork regarding career history for employers. In a landscape flooded with AI-generated applications, this gives recruiters something rare and vital — information they can trust implicitly because it comes from a government source, not self-reported claims. 

But this is just the start. Russo says the list of verifiable credentials through SEEK Pass is expanding to include education qualifications, English proficiency, and residential status. This ensures that employers can match talent to roles they’re truly eligible for—streamlining hiring and reducing wasted time and effort on both sides of the equation. 

Evolution 3: From one-size-fits-all to precision hiring 

Then: Most hiring followed a uniform approach—same job ads, same evaluation process, same resource allocation—regardless of role type or complexity. 

Now: That approach no longer holds up. "It doesn’t make sense to be spending the same amount of recruiting budget to hire an entry-level accountant as you would a senior data scientist," Bithos points out. In today’s talent market, particularly where specialist technical roles remain fiercely competitive, precision hiring strategies have become essential. 

What’s working: Jobstreet has reimagined its suite of offerings to help hirers optimise time, cost and outcomes at every level. This includes unlimited free job ads for mainstream roles with high application volumes, premium listings for mid-level or niche roles that require higher visibility, and SmartHire, which is ideal for hard-to-fill, business-critical positions. 

That said, precision isn’t just about ad tiers. It’s also about how talent is evaluated. As skills-based hiring gains momentum, Jobstreet is supporting employers in expanding their viewpoint beyond seeking qualifications alone, a point which Russo clarifies "isn't about dismissing credentials entirely, as degrees and certifications still hold significant value, especially in regulated industries and specialised roles.” 

"We’re building a system that recognises both formal qualifications and practical experience," Russo shares, noting that it helps create a "more nuanced, inclusive talent marketplace where people can showcase their potential through multiple dimensions". 

In short, precision hiring is not only about investing the right amount for the right roles — it’s also about evaluating talent through multiple trusted dimensions, ensuring no potential is overlooked. 

What’s next for recruitment? 

Looking ahead, as organisations move beyond traditional hiring filters like academic qualifications and job titles, skills-based hiring is emerging as a more inclusive and effective approach — building a case for online employment marketplaces to help employers to make more informed, well-rounded hiring decisions. 

"We're witnessing an important evolution in how talent is assessed, with organisations increasingly valuing demonstrated capabilities alongside traditional qualifications," Russo explains.  

For example, in Australia, SEEK Pass already verifies credentials such as first aid accreditation, food safety certification, and Working with Children Checks. Similarly, in Singapore, SEEK Pass supports this balanced approach through its integration with SingPass, ensuring employers do not rely solely on self-reported CVs. 

Russo elaborates: "Our integration with SingPass is particularly significant because work history has long been used as a proxy for skills assessment. Employers often evaluate what someone can do based on where they've worked and for how long. By verifying this history through official government records, we're strengthening this critical skills indicator while supporting the Ministry of Manpower's skills-first movement.  

"SEEK Pass uniquely bridges both worlds — verifying traditional credentials while also validating the work experiences where skills are typically developed and demonstrated." 

Russo adds: "What excites me most is how this approach creates a more complete picture of talent by combining verified credentials, authenticated work history and demonstrated capabilities." 

Conclusion: From evolution to innovation 

The recruitment landscape in Singapore has shifted — from scarcity to abundance, from trust to verification, and from one-size-fits-all to precision hiring. Each evolution demands a new approach, and the employers who adapt fastest will be the ones who succeed. 

Jobstreet by SEEK, with over 25 years of presence in Singapore, continues to stay ahead of the curve. A leading employment marketplace, it connects the right people with the right work in Singapore.  

Operated by SEEK, an Australian Securities Exchange-listed company, Jobstreet combines its deep local expertise with SEEK’s AI technology and platform to create relevant job and talent matches across Asia Pacific. 

Reach out to the team here for more information. 

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Photos / Provided by Jobstreet