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Straits Times
27-07-2025
- Business
- Straits Times
askST Jobs: How Gen Zs can apply smarter, not harder, in their job search
Find out what's new on ST website and app. Young professionals should make upskilling a priority, and stay informed on trends within and beyond the industry they are in, says an expert. In this series, journalist Megan Wee offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times' Headstart newsletter . Q: A recent LinkedIn survey of Gen Z job seekers found that 32 per cent struggle to highlight their skills during their job search, while 54 per cent wish they have a more efficient way to assess if they are a good fit for a role. Facing these challenges amid a competitive job market, how can young job seekers streamline the process? A: When it comes to job searching, young people are encouraged to approach it with intention, said LinkedIn Asia-Pacific's head of human resources, Ms Sumita Tandon. 'That means focusing on roles they're genuinely excited about and can see themselves growing in over the next couple of years – not just applying broadly,' she added. With companies increasingly employing skills-based hiring, she encourages young job seekers to focus on the core capabilities listed in the job descriptions, rather than the titles and number of years of experience needed. 'Many Gen Zs I speak to underestimate how much they've already learnt,' she said, explaining that many of them have subconsciously built valuable skills through school projects, co-curricular activities, internships, part-time jobs or volunteer work. These could include project management skills developed from organising a school event, people management skills from leading a student club, or problem-solving skills from volunteering. Top stories Swipe. Select. Stay informed. Singapore Sewage shaft failure linked to sinkhole; PUB calling safety time-out on similar works islandwide Singapore Tanjong Katong Road sinkhole did not happen overnight: Experts Singapore Workers used nylon rope to rescue driver of car that fell into Tanjong Katong Road sinkhole Asia Singapore-only car washes will get business licences revoked, says Johor govt World Food airdropped into Gaza as Israel opens aid routes Sport Arsenal beat Newcastle in five-goal thriller to bring Singapore Festival of Football to a close Singapore Benchmark barrier: Six of her homeschooled kids had to retake the PSLE Asia S'porean trainee doctor in Melbourne arrested for allegedly filming colleagues in toilets since 2021 Ms Evan Loke, director of the permanent division at recruitment firm Persolkelly Singapore, points out that job descriptions often contain broad terms, with the true expectations hidden between the lines. For example, 'strong communication skill' is not just about speaking well. It requires translating complex ideas between diverse teams, negotiating the scope of work with stakeholders and delivering persuasive presentations, she said. Ms Tandon added that given how LinkedIn profiles are recruiters' first stop in learning more about the candidates, it is worthwhile for job seekers to make their profiles work harder. For instance, instead of listing skills, job seekers can demonstrate how they have used these skills by providing real, concrete examples. Separately, Ms Loke emphasises quantifying the results of one's experience, like how many team members one leads in a role. Job seekers can also enhance their resumes and profiles with the addition of brief testimonials from people they have worked with, such as professors, managers or teammates, she added. Given how quickly the demand for job skills is changing, Ms Tandon stressed the importance of demonstrating a willingness to learn and grow by highlighting one's adaptability. Ms Loke suggested that young professionals keep a list of their accomplishments, enable smart job alerts and use easy-to-update resume templates. They can keep an ongoing list of their key skills – each accompanied by a few real-life examples – which helps with matching job requirements to their skills. Setting up job alerts based on one's top skills can also make it easier to find suitable job openings and allow one to observe patterns in how employers phrase their needs in such listings. Knowing the pattern would allow job seekers to curate a flexible template structured around specific skill groups, so that they can easily rearrange or swop out points to adapt the resume to the language of each job posting. 'One of the best things Gen Z professionals can do early in their careers is to adopt a growth mindset,' said Ms Tandon. First, young professionals should make it a habit to reflect on what they have learnt from different tasks, such as leading a project, working cross-functionally or navigating a challenge. Second, young professionals should actively seek feedback from their peers, managers and even interviewers. 'Understanding your strengths allows you to double down on them, while feedback on growth areas gives you a clear road map for what to improve or develop next,' she added. Finally, young professionals should make upskilling a priority, and stay informed on trends within and beyond the industry they are in. She said: 'Career growth is about continually investing in yourself, staying agile and being open to what's next... 'When you lead with this mindset, everything else will follow.'
Straits Times
13-07-2025
- Business
- Straits Times
askST Jobs: Feeling the pinch? Here's what to do if your pay rise is not matching inflation rate
Sign up now: Get ST's newsletters delivered to your inbox When salary increments do not keep pace with rising costs, Singaporeans may find themselves playing catch-up with their purchasing power. In this series, journalist Megan Wee offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times' Headstart newsletter . Q: With cost-of-living issues a key concern for many Singaporeans, what can workers whose pay rises do not keep up with the inflation rate do? A: If employees discover that their pay increments are not keeping up with the inflation rate, it would be appropriate for them to discuss the matter with their supervisor or manager in a respectful and transparent manner, says recruitment agency Randstad Singapore's country director, Mr David Blasco. He says annual standard salary increments should minimally match the reported inflation rate for the year to ensure that employees maintain their purchasing power and quality of life, especially as the cost of living rises. Mr Vic Sithasanan, Singapore managing director at employment marketplace Jobstreet by Seek, says that while Singapore's inflation eased to around 2.4 per cent in 2024, many people are still grappling with the lingering effects of sharp cost increases in late 2022 and early 2023. When salary increments do not keep pace, Singaporeans may find themselves playing catch-up with their purchasing power, he adds. So, how can employees check whether their pay is keeping up with inflation? According to Ms Samantha Tan, a human resources business partner at Seek , employees can compare the current salary with what they were earning in the previous year, adjusted for inflation. Top stories Swipe. Select. Stay informed. Singapore Govt will continue to support families, including growing group of seniors: PM Wong at PCF Family Day Singapore From Normal stream to Parliament: 3 Singapore politicians share their journeys World Deal or no deal? EU faces critical decision in response to Trump's latest tariff salvo Singapore Segregated recycling bins found to lower contamination rate as more spring up Sport Two participants injured after another breached safety protocol during Pesta Sukan archery event Asia Mahathir discharged from hospital after feeling fatigued during birthday gathering Singapore Medics treat 7 after blaze at HDB block lift lobby in Chai Chee Singapore I lost my daughter to Kpod addiction: Father of 19-year-old shares heartbreak and lessons They can make use of inflation calculators available online, she adds. Fresh graduates who do not have a salary history can refer to salary benchmarks, such as from Jobstreet's Talent Attraction Lab, to have a better grasp of where their salary expectations should lie, Ms Tan says. When there is a mismatch between the salary increment and the inflation rate, Mr Blasco recommends that employees take these steps: Review whether your pay reflects your job responsibilities and performance against the latest industry salary benchmarks, and gather information from your latest performance review. Explain to your supervisors how your salary has not kept up with inflation and the impact on your real income, and highlight your contributions to the organisation. Approach the conversations with supervisors in a collaborative manner – show that you are there to understand the factors that determine your salary increment. Assess your pay based on factors such as market demand for skills, industry benchmarks, internal pay structure and the company's profitability. Ms Tan encourages employees to look at their full compensation and benefits package, which can include bonuses, performance incentives, flexi benefits, learning opportunities and work-life flexibility. These can contribute to one's holistic well-being and satisfaction, she notes. 'These can at times be incredibly more priceless compared with a small annual increment,' she says, adding that they can help employees better fulfil their professional and personal aspirations. Mr Jason Quay, director of outsourcing at recruitment agency Adecco Singapore, says it is worthwhile for employees to evaluate the monetary value of what is being offered. For example, if the company provides $1,200 in flexible benefits, the real value should be taken into account even if it is not reflected in the base salary. If salary is top of mind, Mr Blasco says employees should assess the talent market supply and demand. This can guide career decisions about whether they should stay in their organisation, or proactively seek employers that are offering a higher pay. Ultimately, he emphasises the importance of navigating the process carefully. 'Continuing to communicate professionally and maintaining positive relationships during this process can also help you to retain a strong reputation and not burn bridges.'
Straits Times
06-07-2025
- Business
- Straits Times
Headstart On Record Podcast: What kind of insurance should I buy?
Sign up now: Get ST's newsletters delivered to your inbox Hospitalisation and critical illness insurance are vital, but beware of being upsold or paying too much for premiums. Synopsis: Every first and third Monday of the month, get a headstart in your personal finance and career with The Straits Times. What do young people need to know when buying their first insurance package? Insurance is an essential part of 'adulting', but it can be daunting when choosing from a wide range of products on a tight budget. Some can also find that insurance agents pressure them into buying products that they are not certain they need. In this episode, ST business correspondent Sue-Ann Tan looks at what you need to know before buying insurance. Her guests are NTU undergraduate Megan Wee and DBS bank Singapore head of bancassurance Loh Wanyun. 1:40: What are the different types of insurance? 9:00 Corporate vs personal insurance 11:00 How much should I spend on insurance? 13:25 How to deal with pushy agents 15:50 How much insurance is enough to cover me? 18:05 What are investment-linked policies? 21:00 Where should I buy insurance from? Read Sue-Ann Tan's articles: Follow Sue-Ann Tan on LinkedIn: Host: Sue-Ann Tan ( suetan@ ) Produced & edited by: Amirul Karim Executive producers: Ernest Luis, Lynda Hong & Joanna Seow Follow Headstart On Record Podcast channel here: Channel: Apple Podcasts: Spotify: Feedback to: podcast@ Get business/career tips in ST's Headstart newsletter: --- Follow more podcast channels: All-in-one ST Podcasts channel: ST Podcast website: ST Podcasts YouTube: --- Get The Straits Times' app, which has a dedicated podcast player section: The App Store:
Straits Times
06-07-2025
- Business
- Straits Times
askST Jobs: Facing intrusive demands from your employer? Here's what you can do
Sign up now: Get ST's newsletters delivered to your inbox Employers must act fairly and reasonably under the Employment Act and according to Manpower Ministry guidelines. Journalist Megan Wee offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times' Headstart newsletter. Q: The recent saga over Certis Cisco's medical leave policy raised questions about the boundaries employers should not cross with regard to the privacy of staff. How can employees judge if a boss' requests are reasonable, and what can they do if faced with intrusive demands? A: While employers have the right to manage absenteeism and maintain operational readiness – particularly in critical sectors like security – employees are not without recourse, says Mr Raunak Bhandari of the Institute for Human Resource Professionals. Employers must act fairly and reasonably under the Employment Act and according to Manpower Ministry guidelines, he adds. Mr Bhandari cites Certis Cisco and its now-overturned medical leave policy , noting that while there is no law explicitly prohibiting an employer from checking on staff on medical leave, intrusive monitoring – such as home surveillance – could be seen as unreasonable, especially if it is not part of the employment contract. Bosses can also overstep by demanding access to personal social media accounts, expecting 24/7 availability without compensation or requiring tracking apps on personal phones, he adds. They might even ask for detailed medical histories beyond what is necessary and force attendance at work events during off-hours. 'While some of these may not be outright illegal, they may go against best practices and data protection norms, particularly under the Personal Data Protection Act,' Mr Bhandari says. He adds that employees facing unconventional or overly demanding practices that are not explicitly illegal can take several steps. They should first document the request and the context in which it was made, and then ask for written clarification from the human resources (HR) department or management. Employees should express their concerns politely, citing privacy, discomfort or ambiguity in the policy. They should also propose alternatives, such as providing a doctor's certificate or checking in with HR at set times. Staff worried about retaliation should try to stay compliant while seeking advice, but also make it clear that they are doing so under protest or uncertainty. They can also ask external sources for help and seek clarity on their rights if there are possible privacy violations. These sources could include union representatives, the Tripartite Alliance for Dispute Management for mediation, the Manpower Ministry for legal interpretation or complaints, or pro bono legal clinics. Ultimately, Mr Bhandari notes that intrusive policies can backfire and bring repercussions for both parties. Employees may feel distrusted, over-surveilled and pressured not to take medical leave even when unwell, undermining their recovery and overall well-being. The risk for bosses is that such practices may lead to reputational damage, legal disputes or reduced staff engagement. Moreover, such measures could create a slippery slope, where managers feel emboldened to monitor other aspects of an employee's personal life, further eroding boundaries between work and home, Mr Bhandari adds. 'Employees should stay informed of their rights and know when – and how – to push back against unreasonable demands,' he notes. 'Ultimately, a fair and respectful workplace depends on trust, transparency and mutual understanding.'
Straits Times
17-06-2025
- Business
- Straits Times
ST Headstart: Staying relevant at work at any age
Welcome to the latest edition of ST Headstart, bringing you the best of The Straits Times' career, personal finance and lifestyle coverage every Tuesday noon. Sign up here to get weekly tips right into your inbox. While mastering our current jobs may seem good enough, jobs change and the world of work is always evolving. In some cases, we may even have to consider entirely new jobs and upskill accordingly. On this week's Headstart On Record podcast, we explore how career coaching can help you to proactively plan your next steps and ensure your skills remain sharp and relevant in a dynamic job market. If you're a fresh graduate struggling with the job hunt, you're not alone. Fresh grads here are facing a more challenging employment landscape due to factors like artificial intelligence and the trade war. Journalist Megan Wee shares the stories of recent grads navigating these challenges. What are some other topics you'd like us to cover? Send us your thoughts at headstart@
