The interesting thing about recruitment platforms is how they vary so drastically across countries and cultures. What’s popular in one country for corporate jobs may not be suitable in another country.
1) LinkedIn
To no one’s surprise, LinkedIn makes it first on the list -it’s known to most, if not all, recruiters. LinkedIn in Singapore is especially popular for white-collar roles and corporate positions. It is also important to note that LinkedIn as a platform offers multiple talent solutions related to recruitment.
There are different packages and solutions LinkedIn provides for recruitment, including:
LinkedIn Recruiter: Probably the most commonly used amongst all its talent solutions, LinkedIn Recruiter is used by recruiters to source and reach out to candidates through “InMail”.
• Boolean Search: a must have skill for all recruiters, Boolean search will greatly help in sourcing. For example, if recruiters try to look for candidates for a “UI/UX Designer” role by highlighting job functions as “User Interface Designer” – this would eliminate candidates who have job titles “Product Designer” or “UI/UX Designer”, defeating the purpose of the search. Boolean search helps to both expand and limit pools effectively through typing and specifically stating words.
LinkedIn Talent Insight: This tool on LinkedIn is useful for market mapping to a specific job function/ industry/ country. Pricing for this tool is often separate from LinkedIn Recruiter (which can be bundled with other solutions such as Job Postings & Career Pages). It can be used as a tool to support sourcing; for example, if you’re recruiting in a new country and would like to find out which companies hires the most Software Engineers – LinkedIn Talent Insights can help with that. It also shows interesting data such as demand & supply for certain roles and attrition & growth of companies.
Before leveraging on this tool, consider the following. Pricing for this tool is often separate from LinkedIn Recruiter (which can be bundled with other solutions such as Job Postings & Career Pages)
• does my team have the bandwidth to fully utilise this tool?
• what outcome do I want to achieve through this tool?
Cost (disclaimer: these are all insights from peers and the community): The cost of LinkedIn’s solutions varies, depending on the type of package you get. Packages also have categories according to the size of the corporation (for example, SMB or MNCs). Depending on the packages, what comes with in could vary – in terms of the 1) number of recruiter seats 2) number of premium job postings.
2) My Careers Future
Employers: CLICK HERE
Job Seekers: CLICK HERE
My Careers Future is essential for all employers who want to apply an Employment Pass (EP) or S Pass for the employees.
• The company posting the job has to be the same company that is applying for the pass
• The job has to be posted on the website for at least 14 days before an application for the pass can be submitted. Jobs that have expired/closed for more than 3 months CANNOT be used for applications of passes.
• Salary offered to the hired candidate has to be within the salary range stated on the job posting AND the salary range on the job posting cannot be more than 2 times of the lower range.
There are exemptions, which can be further found on MOM’s website, linked below.
Source: HERE
3) Indeed
Employers: HERE
Job Seeker: HERE
Glints is a platform used especially by students and fresh graduates – this is also reflected in its Singapore openings. With a coverage of So
4) Glints
Employers: HERE
Job Seeker: HERE
Glints is a platform used especially by students and fresh graduates – this is also reflected in its Singapore openings. With a coverage of Southeast Asia, Glints has expanded to have their own Talent Hub solution as well.
5) efinancialcareers
Employers: HERE
Job Seekers: HERE
efinancialcareers is a UK company that recently expanded their business in Singapore. Roles on the site are mostly focused in the financial industry.