Latest news with #jobseekers
Independent Singapore
8 hours ago
- 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)
Yahoo
a day ago
- Business
- Yahoo
Grim reason Aussies are being rejected for jobs: 'Scared and frustrated'
A Brisbane woman has been struggling to find work for more than a year despite having decades of experience under her belt. Job seekers over the age of 50 are being increasingly overlooked, new research has found, despite current skills shortages. Fiona Cootes has worked in events management for more than 20 years, has built events and led teams, but has found herself rejected from dozens of jobs. The 58-year-old mum of three told Yahoo Finance she has been looking for work since June last year, when her previous government contract role came to an end. 'I've only had one interview this year and as time goes on and on and on, I'm just going, am I still employable? I'm only 58 and retirement is 67,' she said. RELATED Work from home warning after Aussie dad's request denied in new ruling Centrelink's 'balancing' move could provide cash boost or expose debt Common neighbour problem plaguing Aussie houses 'I've got so much to offer and I'm very passionate, energetic, positive and I'm just wanting to add value to an organisation. 'And just constantly getting nothing back from any of the applications is just soul-destroying. I don't want to feel like I'm redundant, and I've never felt old in my life, but now I'm feeling as though I'm old and not wanted.' Cootes said she had all the relevant qualifications for the events roles she has applied for, but she's been unable to get her foot in the door. She has had four interviews for jobs over the last year, with one employer telling her she missed out on the role because another candidate was a 'better culture fit'. Cootes said she has had to dig into savings meant for her retirement and may have to work for longer than initially expected when she does find a job to make up for lost savings. She said she hadn't planned to retire until she was 65. 'I'm starting to feel scared and frustrated to think that I might be unemployable, and it's heartbreaking because I have so much to offer, I've got so much passion, I've got so much to contribute,' she said. 'It's just soul-destroying, and it's hard to stay hopeful.'Employers sidelining older and younger workers in troubling shift New research from the Australian Human Resources Institute and Australian Human Rights Commission found nearly one in four HR professionals classified workers aged 51 to 55 as 'old', which is well before Australia's retirement age of 67. This marked a sharp increase from 10 per cent in 2023. Despite 55 per cent of organisations reporting 'hard-to-fill' vacancies, just 56 per cent said they were open to hiring workers aged 50 to 64 'to a large extent'. This dropped to 28 per cent of those 65 and over, with 18 per cent saying they wouldn't hire this age group at all. About 28 per cent said a barrier to hiring older workers was that they had 'too much' experience. Australian HR Institute CEO Sarah McCann-Bartlett said the findings pointed to an evolving perception of age in the workplace. 'In particular, the age at which employers begin to classify workers as 'older' appears to be shifting downwards,' she said. 'This is important as it suggests that more workers could be impacted by the implicit bias shown against older workers by some employers.' On the flipside, the research also found employers were hesitant to hire younger workers, with just 41 per cent open to recruiting jobseekers aged 15 to 25 'to a large extent'. Older and younger workers can be 'real advantage for businesses' Robert Fitzgerald AM, Age Discrimination Commissioner at the Australian Human Rights Commission, said the findings highlighted the need for sustained action against ageism. 'Older and younger workers can be a real advantage for businesses. Age-diverse teams bring different life experiences to the table and are better at solving problems,' he said. Cootes said she plans to continue applying for jobs and has received advice on her CV. She now only includes the last 10 years of her employment history, and she has made tweaks to make her appear younger on paper. Cootes has urged employers to recognise the value older workers bring to the workforce. 'We're a pot of gold. We might not be early in our careers, but we're still in our career. We have passion, we have purpose, we are capable, we've got life skills, we've got life stories and we want to contribute,' she said. 'Don't forget about us. Don't overlook us. We're not done.'Error in retrieving data Sign in to access your portfolio Error in retrieving data
Forbes
2 days ago
- Business
- Forbes
10 Job Posting Red Flags And What These Phrases Really Mean
Spot job posting red flags before you apply by learning which phrases signal a role isn't the right ... More fit. Job searching can feel like a grueling full-time job. With hundreds of applications often leading to just a handful of interviews, job seekers are becoming more selective about where they invest their time and energy. According to a recent Adobe Acrobat survey, job seekers on average spend only 30 minutes per application, making it essential to quickly spot which opportunities are worth pursuing. From missing salary ranges to cringeworthy phrases like 'customer-obsessed,' even small details in a job posting can be dealbreakers. If you're ready to take a more strategic approach to your job search, here are the top 10 job posting red flags, along with reasons why each word or phrase could be a sign to move on. 1. 'Customer-Obsessed' (33%) Companies touting their 'customer-obsessed' mindset often see it as a badge of dedication. But for job seekers, this phrase raises questions about the expectations for employee availability and boundaries. It can signal a company culture that prioritizes customer demands above employee well-being, leading to burnout and poor work-life balance. When a company openly prioritizes customers over employees, it may expect staff to be available after hours, work overtime without compensation or put client satisfaction above everything else, including your own needs. 2. 'Wear Many Hats' (33%) If a job posting says you'll 'wear many hats,' it typically means you'll be juggling multiple roles and responsibilities. While some flexibility can be a plus, this often translates to a lack of support or clear priorities. You may end up taking on extra work without extra pay or recognition, and expectations can quickly become unmanageable. This language is also a sign that the company may not have invested in clear job descriptions, structure or proper staffing, potentially stretching employees thin and leaving little time for career growth or advancement. 3. 'Rockstar' (32%) Job postings calling for a 'rockstar' can sound fun, but they often lack substance. These buzzwords may focus more on personality than on real qualifications or skills. It can indicate a company culture that values style over substance or expects constant high performance without offering corresponding support. Often, the search for a 'rockstar' signals a high-pressure environment where individual achievement is valued over teamwork, and where recognition for hard work might be minimal or inconsistent. 4. 'High Sense Of Urgency' (29%) A 'high sense of urgency' suggests a workplace that is always in overdrive. Some may see this as energetic, but it often means persistent stress and pressure. This could indicate poor planning, constant fire drills and little regard for employee bandwidth. Workplaces that operate with a continual sense of urgency often struggle with unrealistic deadlines and a lack of long-term planning, which can leave employees feeling exhausted and undervalued. 5. 'Fast-Paced Environment' (25%) Many roles are naturally busy, but describing the workplace as 'fast paced' can sometimes be code for chaos. This phrase is frequently used to cover up high turnover or staffing shortages. You could find yourself overwhelmed with responsibilities and expectations to keep up without proper support. Job seekers should be wary of roles that highlight pace without addressing how the company invests in training, resources or team collaboration. 6. 'High-Energy' (24%) If a job ad says the company is looking for 'high-energy' candidates, take note. This term is vague and can hint at an unsustainable pace or lack of boundaries. It may reflect an expectation for relentless enthusiasm, regardless of workload or resources. Employers who seek 'high-energy' employees may expect you to constantly 'go the extra mile,' often at the expense of your own well-being or outside commitments. 7. 'Works Well With Ambiguity' (21%) Flexibility is valuable, but 'works well with ambiguity' is sometimes used as a catch-all. It can suggest you'll be navigating shifting priorities without much direction. You may face a lack of clarity, structure or support, making it hard to succeed or grow in the role. Without clear goals, direction or leadership, employees can become frustrated, disengaged or struggle to achieve meaningful results. 8. 'Family' (20%) Describing the workplace as a 'family' can sound inviting, but it blurs the line between professional and personal life. Some companies use this term to encourage extra effort without extra compensation. It may lead to unrealistic expectations for loyalty, overtime or emotional labor. In these environments, boundaries can be unclear, and employees may feel pressure to 'pitch in' outside their job description, often with little regard for work-life balance. 9. 'Entrepreneurial Spirit' (18%) While entrepreneurial qualities are great in many roles, this phrase can sometimes mask a lack of structure or support. You may be expected to do more with less. It often means limited guidance or resources and an expectation to "figure it out" on your own. This can be rewarding for self-starters but frequently leads to burnout or frustration if resources are stretched thin and priorities are unclear. 10. 'No Task Too Small' (16%) This phrase suggests that everyone, regardless of seniority, is expected to pitch in on basic tasks. While teamwork is important, this can be a red flag for a lack of boundaries or defined roles. You could be asked to take on menial tasks outside your job description, with little room to focus on career growth. Without clear role definitions, it's easy to get stuck doing work that doesn't match your skill set or move your career forward. How to Handle Multiple Job Posting Red Flags If you notice more than one of these red flags in a single job posting, it's worth pausing before you apply. While no workplace is perfect, a combination of these phrases may be a sign of deeper issues with company culture, transparency or resource allocation. Trust your instincts and look for opportunities where expectations, boundaries and values are clearly communicated. Don't hesitate to ask clarifying questions during the job interview, or to move on if something doesn't feel right. Successfully Navigating Job Postings Recognizing warning signs early empowers you to steer clear of jobs that could derail your career growth or drain your motivation. Prioritize job postings that offer clear expectations and values aligned with your own. When you're selective and intentional in your job search, you're far more likely to find a job that fits your values and leaves you feeling fulfilled, not frustrated.
SBS Australia
2 days ago
- Business
- SBS Australia
Fiona is not ready to retire but at 58, employers may be labelling her 'too old'
Despite many reporting hard-to-fill vacancies, not all employers are as open to hiring people of certain age groups. A recent survey found employers were most reluctant to hire those over 50 or under 24 years. Hesitancy to hiring over 50s is leaving job seekers like Fiona feeling irrelevant, years before retirement age. Fiona Cootes has more than two decades of experience working in events management but she wonders if she should include that detail when applying for jobs. The 58-year-old has been looking for work for more than a year since finishing her last contract and is concerned potential employers may not want to hire someone her age. Cootes said despite believing she was "the perfect fit" for a recent role she applied for, she was told the other applicant she was up against was "a better culture fit", which she feels was likely a reference to her age. "I used to write in applications that I had 20 plus years of experience, and a friend actually advised me not to say that, they suggested I should say 'extensive experience' instead," she told SBS News. She now only includes roles she has worked in across the past 10 years on her resume, but said she could not hide the fact she was not in her 20s or 30s when showing up for an interview. "I've never felt old, but this is the first time in my life that I've been made to feel old and irrelevant and scared for my future, that I might not get another job," Cootes said. New research from the Australian HR Institute (AHRI) and the Australian Human Rights Commission (AHRC) suggests employers may be overlooking experienced professionals due to their age. Nearly 24 per cent of this year's respondents consider workers aged between 51 and 55 to be older, more than double the proportion from 2023 (10 per cent), according to the report. Source: SBS News How old is 'old'? The report, Older and Younger Workers: What Do Employers Think?, the fifth such national survey of employers and human resources professionals, revealed almost one in four employers considered workers in their 50s 'old' and were reluctant to hire people over 50. Sarah McCann-Bartlett, CEO of the Australian HR Institute, said despite growing labour shortages, the findings suggested many employers remained hesitant to hire workers over 50. "It found that employers are increasingly viewing workers as older at a younger age," she said. "People are being written off well before retirement age, with nearly one in four respondents stating that a 51 to 55-year-old is considered old and that's more than double the figure in 2023." Just 56 per cent of HR professionals say they are open to hiring people aged between 50 to 64, and only 28 per cent report being open to hiring those aged 65 and over "to a large extent", the findings state. Source: SBS News Cootes said despite having what she described as "a broad wealth of experience and knowledge", having worked for the Queensland government, a five-star hotel and the Census, among a number of other employers, she had found it challenging to get an interview. "It just makes me feel totally irrelevant and redundant," she said. She said while she wanted to put her skills and experience to the best use, she had recently applied for a role that was a more junior position than the ones she had worked in and still never got an interview. At the same time, she said it did not seem fair that people of a certain age should have to feel as though they should take on much more junior roles simply because they were considered 'old'. "I'm worth more than that to start at the bottom of the chain again," she said. "And what does that do for my confidence when I've had dozens of years in the workforce, and for someone to say, oh, just get any job, it doesn't matter, just get an income, it does matter." Productivity growth Despite more than half of respondents reporting hard-to-fill vacancies, just 56 per cent stated they are open to hiring workers aged 50–64 "to a large extent", with that number halving for those over 65. McCann-Bartlett said sidelining certain people due to irrelevant factors, such as age, in the current economy, which was experiencing skills shortages, made little sense. "In a tight labour market, there is a clear economic imperative to tap into the full potential of the available labour pool, and that means building inclusive practices that support employees at every stage of their careers," she said. A substantial majority of employers rate older workers higher than younger workers in terms of reliability, commitment, loyalty, awareness, and ability to cope with stress, according to the report. Source: SBS News Economists have expressed concern about Australia's lagging productivity rate, and Treasurer Jim Chalmers has identified improving it as one of his key priorities, having called it the most significant structural problem facing the economy. Productivity growth fell by 1 per cent in the year to March, according to the Australian Bureau of Statistics. The results indicated employers thought younger workers were less able to cope with stress and less reliable, while they rated older workers relatively low in terms of career ambition and their ability to use technology. Age-based assumptions McCann-Bartlett said while most HR professionals agreed job performance did not differ by age, the research found that many age-based assumptions were being made in the workplace. Among the most commonly cited advantages of employing younger workers are perceived proficiency with technology (79 per cent), being more physically capable (59 per cent), and having more energy (52 per cent). Source: SBS News "Younger workers were seen as less likely to cope with stress and less reliable, while older workers were rated relatively low for career ambition and their ability to use tech," McCann-Bartlett said. Encouraging multigenerational workplaces Over 50s were not the only age group for whom employers showed reluctance in hiring; the research also showed that employers were wary of hiring those under 24. Of those surveyed, 41 per cent said they were open to recruiting job seekers aged 15 to 24 "to a large extent". McCann-Bartlett said hesitancy around hiring people from certain age groups only limited employers' access to essential skills and experience that different groups of people have to offer. "If we want to lift productivity in Australia, we need to use better use of the talent we already have and that means hiring based on skills, not age and keeping great experience in the workforce for longer," she said. "To support a multigeneration workforce employers can do things like implement training and inclusivity initiatives that support age diversity, this is things like training leaders to better lead across generations, offering phased retirement, job sharing, and providing career planning to encourae workers to stay in the workforce longer." Robert Fitzgerald, age discrimination commissioner at AHRC, said the recent report's findings highlighted the need for sustained action against ageism. "What we're seeing is bias at both ends of the age range. Sadly, this undermines diversity of thought and productivity," he said. "Older and younger workers can be a real advantage for businesses." Fitzgerald said age-diverse teams bring different life experiences to the table and that such workforces are better at solving problems. "Employers need to support inclusive workplaces, where competency isn't assessed against age or career stage. "Providing equal opportunity for people of all ages to remain engaged in meaningful work can enhance productivity, while also helping close skills gaps."
The Guardian
3 days ago
- Business
- The Guardian
Australian training organisation criticised for using chatbots to run job seeker course
A training organisation co-run by a vice-president of the Collingwood football club has been criticised for using chatbots to help teach a course to adult job seekers. Duke Education, a registered training organisation (RTO), offers a certificate III in community services. A chatbot takes students through some of the coursework, such as how to write an email and recognise hazard signs. Duke Education, co-run by Collingwood co-vice-president and former AFL player Paul Licuria, offers courses for unemployed Australians. Workforce Australia providers cover the cost of training for participants through the Employment Fund, a pool of taxpayer funding used to place job seekers into training and to buy work-related items such as clothing. 'Sarah', whose real name has been withheld, was put in the certificate III course by her job provider, MatchWorks, after she said she wanted to study social work. Sign up for Guardian Australia's breaking news email 'It was a chatbot-based learning system,' she claimed. In the first week of the course, Sarah was put in a chat room with classmates and taught how to message them, she said. The online course had pre-determined answers for students to choose. 'It doesn't really matter what answer I picked,' Sarah said. 'You can't ever have your own input in the class, it is always just to agree with the other classmates or with the teacher.' Screenshots shared with Guardian Australia show the chatbot teaching students how to write an email, including starting 'with a friendly and professional tone' and explaining the email's purpose before ending with a 'positive and encouraging note'. Sarah lives in Perth, has two casual jobs in youth work and runs children's programs. Her casual work is not currently enough to live off, so her income is supplemented by jobseeker payments. Sarah said her job provider pushed her to do the course. 'I've written emails before,' she said. 'It felt kind of irrelevant. I thought it was going to be more driven towards community work.' 'I did ask them if I could do a different course but they were adamant that they already used the funding and that switching without any reasonable cause wouldn't be possible to fund for.' In other parts of the course, which runs for six months, students are taught what hazard signs mean, including 'first aid' and danger. In a previous version of its student handbook, Duke Education spruiked its use of AI. 'Utilising AI-driven conversational learning, our trainers and assessors monitor each student's progress, providing valuable guidance and feedback,' the handbook said. 'Additionally, AI facilitates realistic simulated scenarios, allowing students to apply theoretical knowledge with the ongoing support of our dedicated trainers and assessors.' However, in a statement to Guardian Australia, a spokesperson said no AI was used to run the course. When asked about the handbook, Duke Education provided a new version without mention of AI. Sign up to Breaking News Australia Get the most important news as it breaks after newsletter promotion 'The course is not delivered via artificial intelligence,' the spokesperson said. 'While chat-style delivery is used, it is fully developed and structured by qualified learning designers and trainers to meet national competency standards. Students also receive learner guides, access interactive quizzes, and participate in one-on-one sessions with real trainers and assessors.' The organisation also defended the course material: 'Workplace skills such as professional email writing and hazard identification are core competencies in community services. 'These units are nationally endorsed and assessed through contextualised, practical tasks that mirror real work environments, such as communicating with support agencies or identifying risks in client homes or service settings.' 'Whilst the conversational learning part of the experience has responses that are multiple-choice, learners are encouraged to reflect and think critically throughout,' the spokesperson said, adding that all formal assessments in the course involved 'a combination of multi-choice, written or verbal responses, marked by a qualified assessor, so students can demonstrate their knowledge in their own words'. The Antipoverty Centre's Jeremy Poxon said: 'All throughout the employment services system, companies look to extract the maximum amount of money.' 'It sadly comes as no surprise to see an RTO using chatbots … the minister should come clean about how much public money is being used on these AI chatbot courses. 'The employment fund should be used to help the poorest people in the country afford vital things they need.' MatchWorks said the course content was a matter for Duke Education. 'MatchWorks ensures a tailored and personalised service to each participant based on their individual needs, circumstances and choices,' a spokesperson said. 'MatchWorks encourages all participants to provide feedback about the education services they are receiving to ensure their needs are being met.' Duke Education's spokesperson said 'concerns about the broader employment services system do relate not to individual training providers like Duke'. Licuria was contacted for comment.
