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GETTING AHEAD OF SINGAPORE’S BOOMING SOFTWARE ENGINEERING MARKET
Getting ahead of Singapore’s
Mon Fei Chow
Thinking of expanding your tech team? Dive into key market trends to better
strategise and plan for your next tech hire amidst a tech talent crunch.
While Covid-19 has been disruptive for many
industries, it surfaced numerous opportunities
for technology companies in Singapore.
The necessity of contact tracing and remote
working accelerated the adoption and
normalisation of technology that enabled both,
and as a result, triggered significant digital
transformation and growth in specialist
technology areas like cloud computing, data
analytics, and cyber security.
In particular, the software engineering market is
seeing growing volumes of front-end, back-end,
full-stack, and mobile developer jobs that are
getting increasingly challenging to fill. If you’re
thinking of hiring a developer for your tech team,
here are four market trends you need to know:
1. More jobs, but fewer qualified candidates
Now that most of the market is shifting out of
recovery and into growth mode, hiring is in full
force for software engineers this year. The bulk
of the jobs are coming from emerging fintech
companies as well as American and Chinese tech
companies, many of which have been setting up
their operations in Singapore in recent years.
Most of these jobs are for back-end, full-stack,
and mobile developers.
Yet, this increase in demand is stretching
Singapore’s technology talent pool to the
limit. Talent shortage is typical of the technology
market in Singapore, and with the rising demand,
competition for software engineers is fast
climbing to new heights. Consequently,
employers are reassessing their talent attraction
strategies to ensure they are well-positioned to
hire the best candidates in the market for their
2. When it comes to skills, focus on versatility
As much of the demand is concentrated on
mid-senior developers and beyond, many
companies are finding it increasingly challenging
to get candidates who are skilled and
Technical skills, such as proficiency in
commonly used programming languages are
definitely a key thing to assess for, although the
specific assessment will depend on the type of
developer you need on your team. More critical
for employers is the proven ability to
communicate with, and influence or manage
stakeholders from both technical and
non-technical business teams.
Given the challenge in hiring skilled and
experienced candidates, some organisations are
hiring fresh technology graduates in bulk with
COMMITTEE CONTENT: WHAT ARE THE BUSINESS OPPORTUNITIES IN ICT ENABLED WATER
RESILIENCY FOR SMES IN SINGAPORE?
dedicated plans and programmes to train and
develop their skills while on the job.
3. Focus on flexibility and employee wellness
Since the pandemic, employee wellness has been
at the top of every employer’s mind, and for good
reason – it’s one of the biggest factors
motivating employees to stay at their jobs.
After all, it’s no secret that the way we work has
changed immensely since 2020, and with it, so
have people’s priorities. High on that list? Work
flexibility. Candidates we talk to are increasingly
vocal about their preference on how they work
and where they work.
make sure there are tactics in place to measure
progress and course correct in the event of
setbacks or challenges.
Want to discuss your tech recruitment plans?
Email us at firstname.lastname@example.org or monfei.
For an in-depth analysis of the market, compen-
sation information, and talent attraction and
retention advice, download the Inside Story of
Technology: Key Developments in Software
In response to this, tech companies have been
leading the charge in providing alternative work
patterns including hybrid or remote working in a
bid to improve work-life balance at their
organisations. Some even go the extra mile to
provide work from home and food delivery
allowance as part of their benefits package!
4. Enhance brand reputation with diversity and
A diverse workforce brings people of different
experiences and backgrounds together, creating
a high-performance and innovative environment.
With the recognition of the economic
advantages of a diverse and inclusive staff roster
growing, technology companies in Singapore
have stepped up efforts to increase the diversity
of their teams. After screening for merit,
employers are striving towards building more
gender balanced teams as much as possible.
However, the work doesn’t stop there. Providing
mentoring for female talent and leadership,
offering inclusivity training, and creating a
supportive culture are some of the ways
company leaders can strengthen diversity and
inclusion. Finally, but no less important, is to
Hays Singapore is one of Singapore's leading recruitment companies in recruiting qualified, professional and skilled people across a wide range of
industries and professions.
Hays has been in Singapore for over a decade and boasts a track record of success and growth. We operate across the private and public sector, deal-
ing in permanent, temporary and contracting positions in more than 15 different specialisms, including Accountancy & Finance, Banking & Financial
Services, Digital Technology, Engineering, Finance Technology, Human Resources, Information Technology, Legal Life Sciences, Marketing & Digital,
Office Professionals, Procurement, Supply Chain and Sales. Hays Singapore was named the “Best Small Workplace” in Singapore in 2019 and 2018,
and was ranked fourth “Best Multinational Workplace” in Asia 2020 by Great Place to Work.
GETTING AHEAD OF SINGAPORE’S BOOMING SOFTWARE ENGINEERING MARKET