Mastering the Art of
Remote Recruitment in the Philippines vs. in Singapore
The global shift to remote work has reinvented the talent acquisition landscape, propelling businesses to traverse geographical boundaries and tap into diverse talent pools. Amid these uncharted territories, the Philippines stands out as a preferred destination for remote recruitment. However, how does the process fare against Singapore, an established economic powerhouse?
Let’s explore the complexities of (remote) hiring in these contrasting landscapes.
Exploring the Job Market: Philippines vs. Singapore
The Philippines, teeming with a youthful, educated workforce, offers an abundance of English-speaking professionals who are skilled in various industries. The education system in the Philippines is geared towards preparing the workforce for the large Business Process Outsourcing industry in the Philippines. The Filipino workforce is typically loyal and does not usually job-hop. By providing your Filipino remote talents a conducive work environment, your Philippines team will likely stay with your company for years faithfully – making it more worthwhile to invest in the training of your Filippino offshore team.
Conversely, Singapore’s labor market, known for its strong work ethic, technological proficiency, and frequent job-hopping, contrasts with the job market in the Philippines. Training in your Singapore workforce is much more expensive on the basis that they job hop frequently and employers are unable to realize the ROI from the training.
The in-demand skills and salary standards vary significantly between the two countries. In the Philippines, the cost of labor is markedly lower, making it an attractive offshore recruitment destination. In contrast, Singapore commands higher salaries due to the elevated cost of living.
Crafting the Perfect Job Description for Remote Roles in Both Countries
Crafting a compelling job description goes beyond listing duties. It involves reflecting your understanding of the market in the region.
For the Philippines, emphasize the collaborative nature of roles and opportunities for skills development. It is important to state that your company will offer the necessary training and guidance (on-the-job training) when crafting job descriptions for the Philippines labour market.
In the Philippines, typically employees are used to performing specific tasks, while they are open to learning new skills, the working culture in the Philippines “requires” the employers to provide specific training and provide workflows (standard operating procedures).
Due to the economy’s high reliance on the Business Process Outsourcing industry, the mindset of the Philippines employees (college graduates) is markedly different than the average Singapore graduate. Philippines college graduates are more tuned to performing specific job functions in a BPO.
In Singapore, it is common to expect the employee to multi-task and learn independently.