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Salary Trends & Market Intelligence: Banking & Finance Industry – Malaysia

Posted on January 31, 2022July 18, 2022 by admin

THE FUTURE IS HERE

The ability to step out of the house to run your daily errands with nothing more than just your phone speaks volumes about how technology has permeated every aspect of our lives.

With just a few taps on your phone screen, a cab arrives at your door step, payments are transferred, arrangements are made and plenty more are happening, moving and shifting – all invisible to our eyes.

The future that we were all privy to via movies from as early as a decade is the life we are living now.

And it’s all thanks to the technology and innovation we now have at our fingertips.

The comfort level that everyone from a 3-year-old toddler to the 80-year-old grandparent has with technology today stems from the speed at which digitalisation happen in just the past 10 years and more specifically, the past year and a half.

And if we were to focus the crosshairs on just the Banking and Finance industry alone, we see how technology and innovation has pretty much changed the entire sector.

What we were familiar with and thought we knew just a year ago was merely a chrysalis that has since evolved into a totally different form.

And this is particularly true of the talent landscape within the Banking and Finance industry.

This begs the question, what do we do to evolve and pivot to keep up with the changes that the market need.

For starters, it is important to identify what are the current baselines of the industry.

Just as technology has been instrumental to the changes of the Banking and Finance industry, we are seeing more hybrid roles as new facets of the industry are brought out, emphasised and improved through innovation. The importance of the transformation and implementation of digital tools, not only within Banking and Finance institutions but also for the products sold and how they are sold, cannot be understated.

If we don’t understand how digitisation has changed the Banking and Finance landscape, we will find ourselves struggling to keep up with those who do.

TODAY’S HIRING LANDSCAPE

Most companies find that they are short on candidates who can fill their roles immediately. This is most prevalent in roles that require technical skills, and is primarily related to the digitalisation of the market. Companies are looking for candidates who already possess strong hard skills that can be ‘plugged and played’ into the role, as this reduces the time and commitment they need to bring new employees up to speed on their tasks.

It is interesting to note that despite companies maintaining that raising salaries will be tough, and job seekers in the current market understanding the reasons for it, most Banking and Finance institutions are still willing to offer higher bonuses to talents that are equipped with the right skillsets, in order to incentivise them to join or remain in the company. Therefore, it is important to showcase these technical skills, and put effort into obtaining any relevant certifications that will help you become a highly valued candidate.

In the case for job seekers who do not have all the technical qualifications, it is still possible to make an appeal by exhibiting their soft skills, such as digital savviness, emotional intelligence, flexibility and adaptability, and self-discipline.

More Banking and Finance institutions are also seeing an increased need to hire temporary and contract staff for groundwork and project enquiries. As such, temporary work and contracting is on the rise for better optimisation and allocation of resources.

The technological push, combined with COVID-19, has had ripple effects in the way that hiring is carried out. An increase in collaborations, along with mergers and acquisitions between Banking and Finance institutions and other companies results in more complexed roles and structure. Actuarial professionals, as well as cybersecurity and anti-money laundering consulting roles will increase as the Fintech industry grows in Malaysia.

Big data and AI is also another sector set to rise in prominence, as Banking and Finance institutions rely on information for customer retention and consumer purchasing habits. With the spending power of many Malaysians taking a nosedive over the course of last year, the number of salespeople in the Banking and Finance sector decreased. Now, with the economy picking up again, the need for relationship managers and business development managers will increase as people and companies are once again open to making purchases.

Hybrid roles, in which every function of a company has grown to encompass technology, see a rise in popularity and will only continue to be more prevalent in the Banking and Finance industry as traditional ways of work are expanded and improved upon.

The hiring process has evolved to incorporate many creative methods of understanding a candidate’s thought processes and teamwork abilities more thoroughly, such group, scenario-based, or ‘activity day’ interviews.

As a job seeker, it is important to learn about such interview format and be comfortable with them so that you use it as your opportunity to truly shine.

IN-DEMAND ROLES

CREDIT ASSESSMENT EXECUTIVE
COMPLIANCE & RISK MANAGER
SALES-RELATED ROLES – relationship manager, banker, business development manager
IT DEVELOPER
DATA SCIENTIST
EMERGING ROLES
COVID SOP – COMPLIANCE TEAM
EMPLOYEE MENTAL – WELLNESS TEAM
CYBERSECURITY
TEMPERATURE SCREENER
COVID RESPONSE TEAM

WORK WITH A RECRUITER

There is a wealth of information out there, as are there plenty of choices for the job seeker, and it can be hard to sift through it all in order to find the right career and organization to join.

The past few years have taught us to embrace change, and we must continue to do so in order to advance the career ladder. It’s important to leverage the knowledge of thought leaders, headhunters and prominent figures in the Human Resource field to keep updated on the latest trends and hottest job openings.

SALARY GUIDE – ACCOUNTING AND COMMERCE

Job Title	Seniority Level	Salary/ year
Shared Service Centre	Team Lead	90,000 – 120,000
	Assistant Manager	105,000 – 168,000
	Manager	180,000 – 300,000
	Head of Department	240,000 – 550,000
Support Role	AR	30,000 – 54,000
	AP	30,000 – 54,000
	Credit Control	36,000 – 60,000
Commerce Accounting	Senior Associate	60,000 – 120,000
	Assistant Finance Manager	66,000 – 90,000
	Finance Manager	96,000 – 168,000
	Senior Finance Manager	144,000 – 210,000

SALARY GUIDE – AUDIT AND RISK COMPLIANCE

Job Title	Seniority Level	Salary/ year
Advisory Practice	Consultant	36,000 – 48,000
	Senior Consultant/ Assistant Manager	60,000 – 90,000
	Manager	96,000 – 120,000
	Senior Manager	120,000 – 180,000
Banking Risk Operations	Analyst	48,000 – 72,000
	Senior Associate	72,000 – 90,000
	Assistant Vice President	108,000 – 180,000
	Vice President	192,000 – 240,000

Job Title	Seniority Level	Salary/ year
Insurance	Executive/ Senior Executive	48,000 – 72,000
	Assistant Manager	78,000 – 96,000
	Manager	96,000 – 144,000
	Senior Manager	144,000 – 204,000
Corporate Finance, Mergers & Acquisitions	Analyst	48,000 – 84,000
	Senior Associate	84,000 – 120,000
	Vice President	120,000 – 192,000
	Director	192,000 – 384,000

SALARY GUIDE – FINANCIAL INSTITUTION

Job Title	Seniority Level	Salary/ year
Asset Management	Junior Trader	48,000 – 108,000
	Trader	120,000+
	Sales	60,000 – 180,000
	Head of Sales	180,000 – 360,000
Support Role	Research Analyst	60,000 – 96,000
	Senior Research Analyst	84,000 – 300,000
	Assistant Fund Manager	300,000 – 540,000
	Fund Manager	120,000 – 420,000
Private Equity	Analyst	60,000 – 108,000
	Associate	96,000 – 144,000
	Vice President	120,000 – 192,000
	Director	102,000 – 384,000

Job Title	Seniority Level	Salary/ year
Global Markets	Junior Trader	90,000 – 150,000
	Trader	150,000 – 276,000
	Senior Trader	300,000 – 420,000
	Desk Head	360,000 +
Commercial Banking	Assistant Relationship Manager	60,000 – 96,000
	Relationship Manager	90,000 – 156,000
	Senior Relationship Manager	156,000 – 240,000
	Team Head	240,000 – 480,000
SME Banking	Assistant Relationship Manager	39,000 – 60,000
	Relationship Manager	90,000 – 156,000
	Senior Relationship Manager	156,000 – 240,000
	Team Head	240,000 – 480,000

Job Title	Seniority Level	Salary/ year
Wealth Planning	Wealth Manager	36,000 – 60,000
	Senior Wealth Manager	60,000 – 144,000
	Premier Banking Relationship Manager	54,000 – 150,000
	Private Banking Client Services Officer	70,000 – 90,000
	Private Banking Relationship Manager	84,000 – 144,000
	Senior Private Banking Relationship Manager	144,000 – 216,000
	Sales Manager	156,000 – 240,000
Load Administrator	Officer	48,000 – 60,000
	Associate	60,000 – 84,000
	Assistant Vice President	84,000 – 144,000
	Vice President	144,000 – 200,000
Branch Management	Sub Branch Manager	84,000 – 108,000
	Branch Manager	120,000 – 180,000
	Regional/ District Manager	180,000 – 264,000

Click HERE to download a copy!

Salary Trend & Market Intelligence: Banking & Finance Industry – Singapore

Posted on January 27, 2022July 18, 2022 by admin

LOOKING TO THE FUTURE

2021 has brought a whirlwind of changes as the world comes to terms with the COVID pandemic’s transition into an endemic. While hiring might have plateaued last year, the banking and finance sector in Singapore is seeing an increase in hiring activity, with the creation and refinement of different roles in order to meet developing technology needs

With Singapore’s push to become a globally recognized hub for the FinTech industry, an increasing number of talents from the traditional banking sector are being approached to taken on roles in this up-and-coming space, in corporate functions such as HR, IT, Finance, Customer Service, BD Sales, After Business Support, and Operations. Digital banks have been spearheading the hiring in areas like product sales, data, risk, finance and compliance.

CAREER ADVICE FOR JOBSEEKERS

Contractual positions have seen a rise in popularity, due to the flexibility they award employers. While beneficial for the company, job seekers usually view contract roles in a less favourable light than they do full-time positions due to the perception that contract roles seldom have room for growth. However, it is important not to dismiss a role just because it is not a full-time one. Instead, ask about the company’s intention when hiring contract staff, as well as the plans that they have for the role. Keep an open mind to growth possibilities.

Apart from career progression, job fit and the company’s stance on adapting to the “New Normal” are key factors that should be considered before accepting a job. Understanding whether the company’s rhythms of work are digitalized, or whether they are comfortable with flexible work hours, is good indication of their desire to be at the forefront of HR practices.

IN-DEMAND ROLES & SKILLS

Transferrable skillsets that can be utilized within the FinTech, Banking, and Insurance spaces are greatly prized. It is imperative to possess both technical product knowledge and project management skills, in order to stand out as a

viable candidate for transformation projects that aim to digitalise banks and other financial institutions. Consider upgrading your portfolio with insurance certifications. Outstanding cross-functional talents will receive love calls from the FinTech sector, as many talents are being brought over from traditional banking.

Consider upgrading your portfolio with insurance certifications.

Outstanding cross-functional talents will receive love calls from the FinTech sector, as many talents are being brought over from traditional banking.

Digital banks and FinTech will take the lead in creating new roles related in Anti Money Laundering and Risk & Compliance, and banks regularly carry out mass hiring sessions for Wealth Planning roles. With Singapore assuming the position of the region’s wealth hub due to tightening regulations in Hong Kong SAR, relationship management positions in retail banks and wealth management firms have seen a surge in hiring. Similarly, customer service roles in the banking industry experience an increase in hiring due to stricter regulations regarding hiring of foreign talent.

Due to changes in working styles, employees prefer staff who are more digitally savvy and experienced in using Zoom or other online platforms that in line with the working from home trend.

IN-DEMAND SKILLS

PROGRAMMING & CODING
UAT TESTING
DATA ANALYSIS & ANALYTICS
DIGITAL AWARENESS
PROJECT MANAGEMENT SKILLS

IN-DEMAND ROLES

COMPLIANCE – Especially within the private banking and fund management sectors
BUSINESS ANALYST
PROJECT MANAGERS
RELATIONSHIP MANAGERS – In retail banks & wealth management firms. Singapore has assumed the position of the region’s wealth hub due to tightening regulations in Hong Kong’s SAR
INSURANCE UNDERWRITERS
BANKING CUSTOMER SVC – Due to closures in neighboring countries, resulting in hiring surge in Singapore
WEB DEVELOPERS
IT SECURITY

WORK WITH A RECRUITER

There is a wealth of information out there, as are there plenty of choices for the job seeker, and it can be hard to sift through it all in order to find the right career and organization to join.

SALARY GUIDE

Job Title	Years of Industry Experience	Salary/ month
Customer Service	0 – 3 years	$3,000 to $3,500
Data Analyst	0 – 1 year	$3,000 to $3,800
Admin Assistant	1 year	$1,800 to $2,500
Operations Executive	3 years	$3,500 to $4,500
Finance Officer	1 year	$2,200 to $2,800
Personal Financial Consultant	2 Years of sales experience	$2,000 to $3,000+ commission (can be as high as 5 figures per quarter)
Mortgage Specialist	1-year experience	$4,000 to $5,000
Service Manager	1-year experience	$3,000 to $3,400
Premier Mortgage Specialist	3 years or more	$5,000 to $6,000
Mortgage Advisory Manager	6-7 years’ experience	$6,000 to $7,000
Mortgage Specialist Head	7 years and above	$7,000 to $8,000
Treasury Operation	3-5 years’ experience	$5,000 to $7,500

Job Title	Years of Industry Experience	Salary/ month
Customer Service Executive	1 – 2 years’ experience	$2,800 to $3,800 (inclusive of allowance)
Trade Finance Executive	1 to 3 years	$3,500 to $4,000
Health Claims Associate	1 year	$3,500 to $4,000
Health Claims Assistant Manager	3 years	$4,000 to $4,500
Health Claims Manager	5 years	$5,000 to $6,000
Rewards Manager	5 to 7 years	$5,500 to $7,000
Insurance Underwriters	3 to 5 years	$5,000 to $7,000
Business Support Officer	1 to 3 years	$2,500 to $3,300
Underwriting Assistant	1 to 2 years	$2,800 to $3,500
Customer Relationship Executive	3 years	$3,000 to $3,200
Customer Service Officer (Temp)	Up to 1 year	$10 to $12 /hour
Admin Assistant	Up to 1 year	$1,600 to $1,900
Admin Assistant	Up to 1 year	$8 to $10 /hour

Job Title	Years of Industry Experience	Salary/ month
Collection Officer	Up to 1 year	$1,800 to $2,000
Admin Assistant	Up to 1 year	$1,600 to $1,900
Customer Service Officer	Up to 1 year	$2,500 to $3,000
Admin Assistant	Up to 1 year	$8 to $10 /hour
Bank Branch Officer	Up to 1 year	$1,800 to $2,300
IT Project Management	2 to 3 years	$3,500 to $4,000
Finance – AP	2 to 3 years	$3,000 to $4,000
Human Resource, Generalist	1 to 3 years	$3,200 to $4,500
Business Analyst	1 to 2 years	$3,500 to $4,500
Relationship/ Wealth Planning Manager	Up to 3 years	$3,000 to $4,000

Click HERE to download a copy!

Salary Trends & Market Intelligence: Consumer Goods Industry – Indonesia

Posted on January 25, 2022July 18, 2022 by admin

Digital Acceleration in the Consumer Goods Sector

In 2020, the COVID-19 pandemic caused a major influence in consumer behavior. The pandemic pushed all sectors to accelerate their digital transformation, a trend that will continue in 2022. Consumer’s shopping mindset is changing as people are more cautious about how much they spend and more people prefer to do their shopping online now compared to before the pandemic.

The rising e-commerce adoption is supported by Indonesian citizens’ demographic conditions as one of the world’s most active social media users and are mainly tech-savvy middle-class workers.

Hiring Advice

With the prediction that the consumer goods sector will begin to recover in 2022, recruiters are going to face increased competition as companies are trying to hire at the same time.

Streamlined applicant experience that offers easy application process can be a determining factor in attracting a top talent.

Consider investing in technology designed to meet the needs of hiring managers and identify inefficiencies in your hiring process.

With the loosening of ‘work from home’ regulations from the government, most companies opt to implement a hybrid working schedule where employees may come to the office few times in a week.

Accommodating remote employees and those in the office can be a tricky balance. Few strategies can be put in place to make a smooth hybrid working experience, such as:

Setting clear goals and expectation
Evenly distribute information flow
Providing ongoing technical training

Retention & Attraction

It’s important to understand what makes an employee stay or leave. Understanding these reasons will help create better work environment so you can retain the best talents and continuously attract new ones to your team.

Reasons to Stay

Attractive compensation package with competitive base salary, benefits, and bonus
Exposure to the company’s operation in other cities/countries
Well-known brand image/presence in the region
Recognition and appreciation of their works
Genuine care of the company
Availability of mentors who offer advice and assistance

Reasons to Leave

Lack of career development opportunity
Better remuneration package offered by others
Lack of work-life balance
Feeling conflicted with workplace policies
Require more independence
Want a different work environment
Seek a better management relationship

From Attraction to Retention

Your talent attraction plan is crucial to bringing people into the business who are a great fit and likely to commit for the long term. Losing top performers can have a great effect on productivity and more resources may have to be dedicated to recruit new people.

Implementing a robust talent attraction plan can give your company an edge to attract the best candidates and positively impact their decision to commit to your business for many years.

In establishing an effective talent attraction plan, consider the following:

COMPETITIVE SALARY AND BENEFITS. Survey existing employees to see how they feel about their pay and benefits and whenever possible, stay ahead of what competitors offer.
STRONG COMPANY IDENTITY. Take time to identify and communicate your company values so that you can attract candidates who are a great fit.
PROFESSIONAL DEVELOPMENT. Be clear about the career development path in your company and available courses or training programs offered to acquire new skills.

Employee retention needs to be top of mind for any company as the cost of losing top talent can be immense.

Here are a few strategies to remedy retention problems in the consumer goods sector:

FOCUS ON EMPLOYEE WELLNESS. The pandemic has put mental health into sharp focus and more people are willing to leave their jobs if they feel that it has affected their mental well-being. Companies can prevent this by establishing a strong employee-focused wellness program.
PROVIDE AVENUES FOR DEVELOPMENT. Explore providing coaching programs, continuing education, or certification programs to give your employees a chance to learn new skills. You can also do rotation from one department to others so employees can teach one another new skills.
OFFER ENTICING INCENTIVES. A global survey found that 85% of workers feel more motivated when an incentive is offered. Monetary incentives like referral programs and profit-sharing are always attractive but other incentives like wellness rewards, monthly fun events, and extra paid time off are also excellent options.

Work with a Recruiter

In the competitive consumer goods sector, recruitment can be a long and drawn-out process for the hiring manager.

That’s why many companies have turned to using recruiters to not only look for top candidates, but ensure that they are the right fit to be with the company for the long haul. With years of industry experience, recruiters’ extensive network of resources and disciplined search process can help you to find the right high-caliber talents who will be a positive impact to your business growth and success.

With the projected recovery of the consumer goods sector, candidates have more opportunities to choose jobs that can help accommodate their personal and professional goals. Stand out from the crowd by ensuring you have the most effective talent attraction strategy in place to build a team of highly skilled professionals who can work together to achieve organizational goals.

Click here to download a copy.

Salary Trend & Market Intelligence: Banking & Finance Industry – Singapore

Posted on January 22, 2022August 15, 2022 by admin

LOOKING TO THE FUTURE

2021 has brought a whirlwind of changes as the world comes to terms with the COVID pandemic’s transition into an endemic. In contrast to the lackluster hiring market in 2020, the banking and finance sector in Singapore is seeing an increase in hiring activity, with the creation and refinement of different roles in order to meet developing technology needs.

HIRING ADVICE FOR EMPLOYERS

With the availability of the vaccine and the need for front-end staff to interact with a large number of people each day, companies have assumed the responsibility of sending front line staff for COVID vaccinations, providing transport and assistance to ensure the safety of their employees. It is recommended that companies adopt a similar stance in order to increase the welfare of staff.

Embracing the changes brought on by the COVID pandemic, most institutions implement an alternate workday or work week structure for staff. While keeping in mind government regulations, the past year of experimentation has shown that employees function best when they are able to both enjoy the flexibilities that working from home bring together with the face-to-face interaction they experience in the office. Creating WFH flexibilities for roles, from traders to banking operations executives, shows the employee that you are keeping up-to-date with HR practices.

ON RETENTION & ATTRACTION

Possible career advancements, the opportunity to learn transferrable skillsets, and the company’s stance on adapting to the “New Normal” are some factors professionals will consider when accepting a job offer. Meal and transport reimbursements for front-end workers is one way of increasing the welfare of employees, which in turn creates a favourable image of the company.

The emphasis on job stability has led many, especially fresh graduates, to prefer a higher, steady base salary over high bonuses and benefits. On the contrary, a competitive bonus package is necessary to retain seasoned banking and finance executives, as they are now in high-demand from FinTech, asset management firms, or fund houses. To retain the expertise of senior-level workers, provide constant training and workshops to ensure that they can keep up with the company’s digital advancements.

CAREER CONSIDERATIONS OF BANKING & FINANCE PROFESSIONALS

Possibility of career advancement
Competitive remuneration package, with a base salary and bonus that suits their needs
Opportunity to learn new, transferrable skillsets
Company’s stance on adapting to the new normal

WORK WITH A RECRUITER

Despite recent challenges, it is hard to deny that the job market is shifting to become one where job seekers now have a wealth of information and choices at their fingertips. Companies need to ensure that they stand out from competitors so as to attract the best talent.

A disciplined hiring process, as well as constant contact with other thought leaders, headhunters and prominent figures in the Human Resource field will help you stay abreast of trends in your industry. The past few years have taught us to embrace change, and we must continue to do so in order to build a team of highly skilled professionals who can work together to achieve organisational goals.

SALARY GUIDE

Job Title	Years of Industry Experience	Salary/ month
Customer Service	0 – 3 years	$3,000 to $3,500
Data Analyst	0 – 1 year	$3,000 to $3,800
Admin Assistant	1 year	$1,800 to $2,500
Operations Executive	3 years	$3,500 to $4,500
Finance Officer	1 year	$2,200 to $2,800
Personal Financial Consultant	2 Years of sales experience	$2,000 to $3,000+ commission (can be as high as 5 figures per quarter)
Mortgage Specialist	1-year experience	$4,000 to $5,000
Service Manager	1-year experience	$3,000 to $3,400
Premier Mortgage Specialist	3 years or more	$5,000 to $6,000
Mortgage Advisory Manager	6-7 years’ experience	$6,000 to $7,000
Mortgage Specialist Head	7 years and above	$7,000 to $8,000
Treasury Operation	3-5 years’ experience	$5,000 to $7,500


Customer Service Executive	1 – 2 years’ experience	$2,800 to $3,800 (inclusive of allowance)
Trade Finance Executive	1 to 3 years	$3,500 to $4,000
Health Claims Associate	1 year	$3,500 to $4,000
Health Claims Assistant Manager	3 years	$4,000 to $4,500
Health Claims Manager	5 years	$5,000 to $6,000
Rewards Manager	5 to 7 years	$5,500 to $7,000
Insurance Underwriters	3 to 5 years	$5,000 to $7,000
Business Support Officer	1 to 3 years	$2,500 to $3,300
Underwriting Assistant	1 to 2 years	$2,800 to $3,500
Customer Relationship Executive	3 years	$3,000 to $3,200
Customer Service Officer (Temp)	Up to 1 year	$10 to $12 /hour
Admin Assistant	Up to 1 year	$1,600 to $1,900
Admin Assistant	Up to 1 year	$8 to $10 /hour


Collection Officer	Up to 1 year	$1,800 to $2,000
Admin Assistant	Up to 1 year	$1,600 to $1,900
Customer Service Officer	Up to 1 year	$2,500 to $3,000
Admin Assistant	Up to 1 year	$8 to $10 /hour
Bank Branch Officer	Up to 1 year	$1,800 to $2,300
IT Project Management	2 to 3 years	$3,500 to $4,000
Finance – AP	2 to 3 years	$3,000 to $4,000
Human Resource, Generalist	1 to 3 years	$3,200 to $4,500
Business Analyst	1 to 2 years	$3,500 to $4,500
Relationship/ Wealth Planning Manager	Up to 3 years	$3,000 to $4,000

Click HERE to download a copy.

Salary Trends & Market Intelligence: IT & Telco Industry – Singapore

Posted on January 22, 2022November 1, 2022 by admin

Industry Insights

Already at the forefront of change, the ITT sector has risen to assume the role of pioneer when it comes to addressing the pain points brought on by the COVID pandemic. The industry has developed rapidly, and we see IT creep into other functions due to the nature of digitalisation as organisations realise the need to upgrade their processes.

Automation-related roles that aim to improve business workflow, reduce manpower, and improve cost savings are largely popular and projected to remain crucial even in a post-COVID world. In the era of Big Data, data analysts and scientists are also needed to make sense of the human behaviour patterns that can be gleaned from collected data.

Flexibility and change are two keywords that are increasingly relevant in today’s market. This is seen in the way new roles are created to cater to the shifts in global and local IT needs, as well as in the structure of roles offered.

While companies and job seekers have come to realise the benefit of contract, project-based, and temporary assignment, these roles are still not easily filled, due to the traditional preference for permanent positions, which were the norm until a few years ago. However, the pros to contractual work cannot be ignored: they provide job scope and payroll flexibility to the organization, and give the job seeker opportunities to explore different functions and responsibilities in short stints so that they can build on their skills and network.

In-Demand Skills

Blockchain Technology
Cloud Technology
Big Data Know-how
Artificial Intelligence and Machine Learning Technology

Key Applications and Software

Python
Excel Macros
SQL
Tableau
Qlik
Jenkins
Docker
Kubernetes

In-Demand Roles

Data Analyst
System Engineer
DevOps Engineer
Blockchain Engineer
IOS/ Android Developers
Cloud Architects
Artificial Intelligence Engineers

Setting Yourself Apart

The trends observed in hiring in the ITT sector have shown that professionals will be hired based on a remote work or hybrid work model as companies find it unnecessary for employees to be 100% back in office. A candidate who can work well in both the home and office setting will be highly favoured.

As technology takes over the running of the world, tech candidates are no longer seen as just operational or support staff. Instead, they are the ones who drive business change, and an increasing emphasis is placed on a candidate’s flair and soft ability during the hiring process.

Similarly, the years of experience one has under one’s belt might not take up as much precedence as one’s portfolio. It is more important to have extraordinary skill sets that can set you apart from the rest. It would be helpful to emphasise the skills accumulated from attending various coding camps or courses. Portfolio, the certifications obtained, and self-made applications will show interested companies that you are worth the investment they plan on putting into you.

Being open to contract roles will greatly expand the number of positions one can apply for. Many ITT companies, especially start-ups, hire on a contractual basis to manage long-term risk exposure. While it was the norm to prefer permanent roles, contracts offer the employee flexibility and the opportunity to learn a range of different skills.

Work with a Recruiter

The ITT sector presents a wealth of possibility, and it might seem difficult to know where one fits into it all. With connections to the movers and shakers of the industry, recruiters will be able to help with matching your strengths with the demands of the industry, and recommend the appropriate steps to take in order to advance your career.

Salary

Job Title	Year of Industry Experience	Salary
Data Engineer	Min. 1 year	$48,000 – $60,000p.a.
DevOps Engineer	Min. 2-5 years	$84,000 – $120,000 p.a.
Security Engineer	Min. 2 years	$48,000 – $60,000 p.a.
System Engineer	3-5	$48,000 – $72,000 p.a.
Big Data Engineer	Fresh	$4,500 – 5,000
Backend Engineer	Min. 2 years	$4,800 – $7,000
Cloud Engineer	Min. 1 year	$3,500 – $5,500
Senior Cloud Engineer	Min. 3 years	$5,000 – $8,000
Data Centre Engineer	Min. 2-3 years	$3,000 – $7,000
IT Project Manager	Min. 3 years	With PMP/CITPM, min. at least $5,000 and $8,000 respectively. Annual package depends on individual company benefits
Software Engineer	Min. 1-2 years	$3,000 – $5,600
Senior Software Engineer	Min. 3-4 years	$5,000 – $7,300
Infrastructure Specialist	Min. 2 years	$2,800 – $6,400
Database Administrator	Min. 2 years	$4,000 – $7,500
Data Scientist	Min. 2 years	Wide range, up to $10,000+
Web Developer	Min. 1 year	$3,800 – $7,500
Systems Analyst	Min. 1 year	$3,500 – $6,000
Information Security Analyst	Min. 2 years	$3,600 – $5,500
Site Reliability Engineer	Min. 2-5 years	Wide range, up to $14,000
Machine Learning Engineer	Min. 2 years	Wide range, up to $10,000+

Click here to download this report.

Salary Trends & Market Intelligence: IT & Telco Industry – Singapore

Posted on January 22, 2022November 1, 2022 by admin

Industry Insights

Attracting the Talent You Need

It’s very much a job seeker’s world, in that IT skills are prized, and companies are willing to pay for these skills. Demand for local talent has increased due to the tightening of foreign talent hiring and the urgency with which companies are jumping on board the digitalisation bandwagon. This explosion in demand for local talent has brought about an increase in the starting salaries of fresh graduates. While entry-level applicants once expected a salary in the $3,500 range, this number has increased to become as high as $5,000 per month.

However, top candidates gravitate towards the same few companies, who are able to offer prestige on top of competitive salaries and benefits. This makes it hard for smaller companies who require the talent but might not have as much to offer. Such organisations must turn to different ways of attracting talent, such as making use of government programs, or committing to training new hires so that they become proficient in their specialised field.

Relooking the criteria on which hiring is based will help to expand the pool of candidates. It would be helpful to not only shortlist fresh graduates from the standard list of tertiary schools, but also look at the unique selling points of all applicants, such as whether they took on external courses, engaged in IT-related activities outside of the school or internship setting, or if they participated in the creation of their own IT software or applications. It would also benefit companies to expand the search to encompass not only recent graduates but also qualified mid-career candidates looking to switch industries and who have obtained the necessary skills and certifications to be an asset to the organisation.

Talent Attraction Strategies

Speed: Fast feedback and shortened interview process to express interest in candidate
Salary: Providing competitive starting salaries, along with steady and significant increment
Skills: Willingness to hire candidates with no experience but who have the prerequisite skill sets and are willing to learn
Sense: A strong organizational mission and purpose helps attract talent as they want to be part of something bigger

Talent Retention Strategies

Belief: Employees want to be trusted that they can do their work without being constantly supervised. They favour flexible working hours
Benefits: Unlimited leave, free food, stock options
Backing: Sponsorships for courses, further studies

The Future of Work

The development of technology has seen the eradication of roles due to automation. It has also resulted in the creation of new roles and skills that capitalise on this new technology. Hybrid roles, in which technology is paired with another operational function, are prevalent in today’s world, as seen in how many roles have come to encompass data analytics. HR, Marketing and Finance-related roles, although not strictly IT-related, have begun to include analytics in their job descriptions. It is imperative that companies train their existing staff in these areas while looking to bring on board new employees who are willing to expand their knowledge beyond their original job scopes.

With the remote or hybrid work model, employees must pay close attention and be proactive in the understanding of workplace dynamics. A refined sixth sense has to be developed in order to discern if potential candidates are really suited to the job and to the company.

Contractual positions have seen a rise in popularity, due to the flexibility they award employers in terms of work duration and job scope. These will become the norm, especially for start-ups or new departments, in order to manage long-term risk exposure. It is important to address concerns from employees regarding the company’s intention when hiring contract staff, as well as the plans that the company has for the role. If these questions are answered right from the outset, outstanding job candidates who would have initially preferred a full-time role can be persuaded to take on contract positions.

Work with a Recruiter

Hiring in the ITT sector is an exciting process that requires up-to-date industry knowledge, a keen sixth sense, and the resolve to scour the market for the best-suited talents. With a finger on the pulse of market and socioeconomic changes, recruiters are able to consult with clients once they sense a shift in the scene and help put in place measures that will help organizations brave through change.

Salary

Job Title	Year of Industry Experience	Salary
Data Engineer	Min. 1 year	$48,000 – $60,000 p.a.
DevOps Engineer	Min. 2-5 years	$84,000 – $120,000 p.a.
Security Engineer	Min. 2 years	$48,000 – $60,000 p.a.
System Engineer	3-5	$48,000 – $72,000 p.a.
Big Data Engineer	Fresh	$4,500 – 5,000
Backend Engineer	Min. 2 years	$4,800 – $7,000
Cloud Engineer	Min. 1 year	$3,500 – $5,500
Senior Cloud Engineer	Min. 3 years	$5,000 – $8,000
Data Centre Engineer	Min. 2-3 years	$3,000- $7,000
IT Project Manager	Min. 3 years	With PMP/CITPM, min. at least $5,000 and $8,000 respectively. Annual package depends on individual company benefits
Software Engineer	Min. 1-2 years	$3,000 – $5,600
Senior Software Engineer	Min. 3-4 years	$5,000 – $7,300
Infrastructure Specialist	Min. 2 years	$2,900 – $6,400
Database Administrator	Min. 2 years	$4,000- $7,500
Data Scientist	Min. 2 years	Wide range, up to $10,000+
Web Developer	Min. 1 year	$3,800 – $7,500
Systems Analyst	Min. 1 year	$3,500 – $6,000
Information Security Analyst	Min. 2 years	$3,600 – $5,600
Site Reliability Engineer	Min. 2-5 years	Wide range, up to $14,000
Machine Learning Engineer	Min. 2 years	Wide range, up to $10,000+

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RecruitFirst Taipei awarded grade A in the 2021 accreditation program

Posted on December 6, 2021June 1, 2022 by admin

HRnetGroup is proud to have achieved stellar results in the Taipei City Government’s Accredited Private Employment Service Agencies for 2021, which details the accredited agencies that provide employment services for domestic workers.

All four of HRnetGroup’s brands in Taiwan have been awarded Grade A in the 2021 Taipei City Accreditation Program. This includes HRnetOne, PeopleSearch, RecruitFirst, and Recruit Express. This is the fifth year in which HRnetOne and PeopleSearch have been awarded Grade A in this evaluation.

Private employment service agencies are evaluated based on standardisation in contractual records as well as the stringency in personal data privacy protection. These assessments are meant to motivate employment service providers to provide an excellent quality of service to both job seekers and employers. The A-grade accreditation is an excellent demonstration of the rigorous service process, professionalism, and high service quality of every HRnetGroup brand.

We are grateful for this recognition from the Taipei City Government, and also the support of our clients and contractors. This 2021 Taipei City Accreditation Program award is representative of the hard work and commitment that every single one of our consultants has put into maintaining high service standards. The combined efforts of each individual have allowed the Group to achieve this level of success.

Headquartered in Singapore where it was founded in 1992, HRnetGroup is a leading recruitment and staffing firm with 13 offices in Asia. HRnetGroup first entered the Taiwan market in 1998, providing professional recruitment and flexible staffing services. In 2020, HRnetGroup placed 7,022 candidates into mid to senior level positions, and helped 42,998 people secure employment in contract and temporary roles.

In 2022, as the group celebrates its 30th anniversary, we extend our thanks to those who have help us along our journey, and continue to develop and grow in order to provide top-notch service in the job market in Taiwan.