Latest news with #GeraldTan
CNA
5 hours ago
- Health
- CNA
Work It - How to communicate effectively in a crisis? Lessons from a frontline healthcare worker
Communication is a buzzword that often appears in job descriptions and resumes. But when the stakes are high, what does effective communication look like? Tiffany Ang and Gerald Tan speak with senior nurse manager Patrick Lin from Tan Tock Seng Hospital on how he navigates difficult conversations in life-or-death situations, and how he would assess for communication skills in interviews.
CNA
04-08-2025
- Business
- CNA
Work It - Hard truths about entrepreneurship: What passion doesn't prepare you for
Many people enjoy the idea of being their own boss, but starting your own business isn't as liberating as it sounds. Tiffany Ang and Gerald Tan unpack what it takes to be an entrepreneur and what sets a side hustle apart from a successful startup.
Independent Singapore
23-07-2025
- Business
- Independent Singapore
'Should I just reveal my last drawn salary if the job recruiter is forcing me to?'
SINGAPORE: 'Should I reveal my last drawn salary?' is the question that's quietly tortured jobseekers for years. And even though Singapore's Ministry of Manpower made it clear in 2020 that employers cannot insist on candidates disclosing their last drawn salary, the awkward ask still pops up in interviews like a bad ex at your new job party. So why do companies keep asking for it? Are they really trying to see if they can afford you—or are they preparing to lowball you? On an episode of CNA's Work It podcast, host Tiffany Ang and career counsellor Gerald Tan peeled back the curtain on this contentious topic—and served up some savvy advice on how to navigate it like a pro. Why employers want your last drawn salary (Hint: It's not just about budgeting) According to Gerald, it's not just 'some companies' who ask about your last drawn salary—it's 'many!' 'Companies need to ensure they can afford you,' he explains. 'They have a budget, and they want to know whether your salary expectations match it,' he added. But Tiffany, like many wary jobseekers, sees through the polite HR-speak. 'I don't see it as whether they can afford me. I feel that question is targeted towards whether they can lowball me later on.' Fair point. The lowball dilemma: Are you selling yourself short? Gerald agrees that candidates often lose their negotiation power once they reveal their last drawn pay. 'Many candidates feel that by revealing their salary, they start to get lowball offers. That's not what they want.' Tiffany adds: 'If they see my last drawn payslip, and I'm asking for a 20% jump, they might just go, 'Let's give her a 5% bump instead.'' Gerald says it boils down to risk and time for employers: if a company invests weeks interviewing you, only to find they can't meet your expectations, they'll have to start from scratch with another candidate. But that's their problem. You still have the right to protect your worth. Tip #1: Do your salary homework Gerald's advice is to arm yourself with market knowledge. Check job portals, salary reports, ads—see what others are being paid for similar roles, he says. 'Give them [recruiters] a [salary] range instead of a figure.' Let's say the average range is S$5,500 to S$6,500. Tell HR that your expected salary is within this ballpark—without revealing your previous salary. 'You're still not revealing your last drawn salary,' Gerald says. 'But you're giving them an idea of what you're looking at based on [the market] of what other employers are paying.' And if you want to play nice? Add that you're open to negotiation. Tip #2: Pivot the conversation back to the job When recruiters persist, Gerald suggests redirecting the conversation back to the job: 'Say something like, 'I prefer to discuss this after I've had a chance to understand more about the job and requirements because I think I can contribute and be a good fit.'' This tactic keeps the spotlight on your skills and value, rather than letting salary expectations become a dealbreaker before you even sit down. But what if HR is pushy? Tiffany asks the question we've all had in our heads: 'What if they insist? [What if they say], 'I want you to give me your last drawn salary,' they ask you point-blank. What can you do then?' Gerald offers a diplomatic escape route. You could say, for example, I'd be happy to discuss salary later in the process. At this point, I would like to learn more about the role and how I can make the best contribution. If the recruiter still insists? It might be a red flag. 'If the company rejects you solely because you didn't provide any salary expectations to them, then it could be a good thing,' Gerald says. 'They didn't value your skills [and experience].' Don't spoil the market (please) In a light-hearted moment, Tiffany half-jokingly pleads: 'Everybody, don't spoil the market, yeah?' That's right—when jobseekers give up their salary history too easily, it reinforces the habit in recruiters and makes it harder for others to negotiate fairly. But what about external recruiters? There's one caveat, though, Gerald says: for external recruiters or headhunters, 'If they ask for your last drawn salary, it's okay to reveal it to them. They do want to help you,' he explains, because they benefit from it too when you get a higher salary. Losing a job isn't the worst thing If you're worried that holding your ground might cost you the job, Gerald offers a comforting truth: 'If you negotiated for a better salary and still [didn't] get the job, don't blame yourself. If you did your research and know your market value, then try as much as possible to hang on to it.' Sometimes, not getting an offer can be a blessing in disguise. 'Don't see it as a missed opportunity,' Tiffany says. It could be for what's best for the moment. Bottom line: You're not obligated to reveal your last drawn salary, even if they ask. Do your homework, stand your ground, and steer the conversation back to your value—not your past payslip. If an employer can't see your worth without peeking into your wallet, then maybe they're the one who's not the right one and a good fit for you. Read related: From 'Tell me about yourself' to 'What's your salary expectation?' — How to answer tough job interview questions (what to say and not to say)
Independent Singapore
14-07-2025
- Business
- Independent Singapore
‘Why did HR ghost me after my job interview?' — Jobseeker asks and gets advice from career coach, who also advises HR to stop ghosting interviewees
SINGAPORE: You prepped hard. You nailed the interview. You smiled, thanked everyone, and walked out with hope in your heart. Then… nothing. Radio silence. Not even the courtesy of a 'thanks, but no, thanks.' Welcome to modern job-seeking purgatory—otherwise known as being ghosted by HR. On Channel NewsAsia (CNA)'s Work It podcast, host Tiffany Ang and career counsellor Gerald Tan dissected the all-too-familiar agony of job interview limbo. In particular, they addressed an email letter from a listener, 'Gary' (not his real name), who poured out his frustrations about being ghosted after going through multiple rounds of interviews. So why are job seekers getting ghosted? Gerald Tan didn't mince his words: 'You're certainly not the only one that's haunted by this ghost.' Many job seekers, he says, 'send in tons of applications, and they really don't know where the applications go.' Platforms may show your application as 'under review' for weeks or months, with no follow-up, and even after multiple interview rounds, many companies go quiet. 'The most common reason this happens,' Gerald explains, 'is very simply—sometimes HR forgets to close the loop with the candidates.' That's right. Forget. While they're busy pushing successful candidates through to the next round, others are quietly shelved and left to refresh their inbox in vain. Some companies even state outright: 'We'll only contact you if you're shortlisted,' which, let's face it, is corporate speak for 'Don't call us. We'll call you, or rather… We'll ghost you.' However, ghosting has consequences. 'I think he [Gary] probably has a very bad impression of the company right now,' Gerald says, and he's not wrong—job seekers do talk. And tweet. And leave company reviews on Glassdoor . So here's Gerald's plea to HR professionals everywhere: 'Please, please, please close off the loop with all your candidates… also tell them what areas they may have been unsuccessful. Where did they lose out, so that they have some closure?' How long should you wait before following up? Gerald's rule of thumb is two weeks. However, 'there's no hard and fast rule about this,' he clarifies, 'but I would recommend not waiting anything longer than two weeks.' That said, don't assume rejection just yet. Hiring can be a sluggish beast, especially during peak travel or holiday seasons. 'The hiring manager might go overseas… and that's where some of the recruitment gets hung in the midst of the air,' Gerald explains. 'Good recruiters will keep the candidates warm… they will tell them, 'Hey, we need a bit more time.'' In fact, some candidates have received callbacks two months later. Yes—two months. 'I heard of cases where people thought that the job is done and dusted… two months later, ding ding, they get a call.' One such delayed offer came from a major multinational tech company. So, patience may pay off—just don't bet the house on it. Don't put all your interview eggs in one job basket Gerald's advice to Gary and every jobseeker out there stuck in limbo: Keep the momentum going. 'Don't put all your eggs in one basket or one job row just because you've gone through several rounds,' he advises. 'Keep interviewing so that you get multiple offers and can properly evaluate which is best for you.' In other words: Don't let one ghost stop your hustle. Move on, apply elsewhere, and keep your options open. That next interview might just be the one that sticks. Should I drop a follow-up note? Tiffany then posed the million-dollar question on behalf of all ghosted job seekers: 'What happens if I don't hear back after two weeks? Should I drop a note?' 'Yeah, you should most definitely drop a note,' Gerald affirms. 'Politely inquire about the status… whether you made it through the next round.' The keyword here is 'politely' because 'Many jobseekers, out of anxiety… send multiple emails,' Gerald cautions. 'Then it gets irritating for the HR person.' One email is enough. Maybe two, max. Don't cross over into 'Hey, just following up for the 5th time this week' territory. Nobody likes a clingy candidate. Can I mention I have other job offers? What if you're on a ticking clock and need to make a decision? Tiffany asked, 'Should I be honest and say, 'Hey, I'm considering something else, so it would be good to know if I'm still on the KIV list'?' Gerald's take: It depends—just don't sound like you're issuing ultimatums. 'It's okay for you to say that if that's really the case,' he replied, 'but don't say that as a threat… they might think you're trying to push them and call you out on your bluff.' Honesty is still the best policy. Just keep it humble and sincere. You want to be remembered as the one who followed up gracefully, not as the one who strong-armed a decision. Don't take it personally: Ghosting isn't about you As personal as it feels, ghosting often isn't a personal attack. Sometimes it's bureaucracy, sometimes it's disorganisation, sometimes it's just plain neglect. Either way, don't take it to heart. Stay professional. Stay persistent. Most importantly, stay sane. Because in the unpredictable jungle of modern job-hunting, ghosting is unfortunately part of the terrain, but with good strategy and resilience, you'll come out on the other side—with a job that actually values you enough to write back. Meanwhile, in a time when layoffs are becoming the new normal and artificial intelligence (AI) is the new office colleague who never takes a coffee break, Singaporean millennial Jeraldine Phneah has a story to share — one that's equal parts sobering, sincere, and surprisingly uplifting for those who are facing the terrible fate of retrenchment like she did. You can read Jeraldine's full story here: 'How I coped facing layoffs as a millennial' — Singaporean shares her 'retrenchment story' as a reminder that even in 'difficult seasons — growth and renewal are possible'
Straits Times
01-07-2025
- Straits Times
What interns can do about bosses behaving badly
Sign up now: Get ST's newsletters delivered to your inbox The TL;DR: Student interns can seek help from their school and the authorities when they face unreasonable bosses who do not give them lunch breaks or dock their pay for mistakes. This is the first of a three-part series on surviving unpleasant internships. Many Singaporean young people pursue internships to gain relevant industry exposure, but not all have positive experiences. Polytechnic student Sarah (not her real name) is doing her final-year internship at a media company that had her cleaning the toilet and picking up trash. Things took a turn for the worse when she and her fellow interns were made to work about nine hours daily for a week-long event without any lunch or dinner breaks. The 21-year-old also said when one of the interns made mistakes that she felt were 'minor', such as forgetting to amend specific data in document submissions, that intern had up to $100 docked from the salary for each mistake made. 'I've had my fair share of internship experiences and by far, this has got to be the worst,' Sarah said. Many Singaporean young people pursue internships to gain relevant industry exposure and fulfil academic requirements, but not all have positive experiences. 'Any employer who crosses the company's employee policies and violates (the student's) internship contract can be deemed to have crossed the line,' said career counsellor Gerald Tan from Avodah People Solutions, which offers career guidance and job transitioning support to individuals and organisation employees. While some interns do encounter harsher superiors, he said bosses should not be allowed to hurl vulgarities at their interns. Top stories Swipe. Select. Stay informed. 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Other experts The Straits Times spoke to said the wage deductions Sarah's fellow intern experienced are 'potentially illegal', but this depends on each situation. In response to queries from ST, a spokesperson for the Ministry of Manpower said students under school-arranged internships are typically not covered for employee protections under the Employment Act, and they should seek help from their schools if they face unfair treatment. In the case of those pursuing internships outside of their curriculum, an employer can legally make deductions from the intern's salary only if it can be shown that the loss of money to the employer is 'directly attributable' to the intern's 'neglect or default'. Deductions are limited to no more than 25 per cent of the intern's salary or the cost of damages, whichever is lower. When asked if she tried to speak to her bosses, Sarah said: 'Any attempts to have a mature conversation (with them) regarding any unfair treatments often led to vulgarities and raised voices.' Ms Clarice Chan, director of Aureus Consulting, a firm providing education, career and life coaching services, believes that interns should take action to protect themselves in such 'toxic' situations. 'Interns (in such circumstances) should keep a log of the dates and times of (pay) deductions, the reasons given and the amounts, as well as note the dates and times of verbal abuse and what was said,' she said. With this documentation, interns can seek resolution through external channels. 'Students (under school-coordinated internships) can talk to school supervisors who can advise on school policies, potentially intervene, or guide them on official complaints. Those pursuing their own internships can file a complaint with the Ministry of Manpower,' Ms Chan said. Mr Jeremiah Wong, lead career developer in career counselling and coaching at Avodah People Solutions, said schools have several 'fail-safe mechanisms' to help students deconflict such situations. 'In such situations, students can ask their school supervisors to come down to the job site itself to inspect the situation, or at least give a call to the company to hear the employer's perspective. In the worst case, (schools) can blacklist the company,' said Mr Wong. In May, Sarah approached her school internship advisers for help, and the school swiftly took action by blacklisting the company for future internship programmes. Currently, she intends to 'mentally push through' and continue her internship at the company until August, to fulfil her polytechnic graduation requirements. Mr Wong, who is also an associate lecturer at Republic Polytechnic and the Singapore University of Social Sciences, said that for most polytechnics, students who drop out of their final-year internships typically need to 'remodule' their internship, as it is a mandatory module for graduation. But this should not stop student interns from seeking help should they face troubles during their internship, he said. 'Internships are (supposed to be) a safe learning environment for students to learn before they work in their first job in the future. If they feel threatened in the workplace, they should seek help from their school supervisors immediately,' he said.
