COVID-19 may have put a damper on hiring activities in Singapore, but HR managers, medical directors, and more are still in demand, with salaries remaining high due to talent shortage in these fields.
According to RGF International Recruitment's latest Salary Watch: Singapore report, the demand for increasingly technical roles is on the rise, in part due to the effects of rapid digital transformation.
For instance, the demand for high-skilled roles is increasing in the e-commerce industry, due to the adoption of digital tools such as chatbots and automation technologies. Here, digitalisation managers and marketing & brand supervisors at MNCs can expect to earn an annual salary of up to S$252,000 and S$168,000 respectively.
At the same time, given the rise in concerns around public health and safety, there is still a demand for healthcare talent in the city-state, with the expansion of medical facilities requiring additional manpower. In this field, medical directors could earn up to S$250,000 per annum, while R&D managers could earn up to S$140,000 annually.
A brief overview: In-demand jobs and the salaries they pay/annum
Legal & Compliance Director
Media, advertising $ entertainment
Creativity & Content Director
Media Planning Manager
Senior Management, General Manager
Research & Development Engineer
Technology, Internet & telecommunications
AI & Data Science Architect
Big Data & Business Intelligence Director
Audit & Compliance Director
Fund Management Analyst
Healthcare & life sciences
Consumer goods & retail
Marketing & Branding Supervisor
Refer to the report here for the full list.
What talent seek in a company: Guaranteed remuneration, career advancement, and more
Apart from the above, the research also revealed what talent in Singapore look out for when choosing to work in a company. For instance, when changing employers, professionals across all industries expect a salary increase of 27%.
Additionally, a majority of talent would want a company that provides other remuneration benefits, such as performance-based bonuses (76%), guaranteed remuneration such as fixed bonuses and allowances (74%), and a profit-sharing scheme such as staff equity (49%).
While this is so, non-monetary benefits also made the list of considerations. A little over six in 10 talent looked for roles which allowed them to expand their knowledge and skills, while over four in 10 (43%) took into account the job title and responsibilities, while considering career advancement opportunities, leadership style, the company's reputation, and the level of work-life balance they will be able to achieve in the role.
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