Fintech innovation is at the heart of the growth strategy outlined by the Monetary Authority of Singapore (MAS).
The financial services sector Industry Transformation Map (ITM) has laid out ambitions to add 1,000 FinTech jobs annually, as part of a wider plan to achieve significant economic gains and maintain Singapore’s position as a world-class financial hub.
However, while these projections are welcome, how should this growth strategy be aligned to people strategy?
Singapore’s Fintech sector needs to attract and retain the best people to ensure it continues to thrive.
But before making any hiring decisions it’s important to assess the processes involved.
A badly thought-out recruitment strategy will only up end costing an organisation valuable time and money in the long-run. And lead to higher staff turnover.
In fact, a bad hire can end up costing a company 2.5 times the employee’s salary after replacing recruiting, replacing and onboarding expenses.
I’ve put together this Checklist to help Fintech businesses get the right processes in place:
Is your business fully aligned on its business and recruitment goals?
Feel free to get in touch with me and discuss your hiring strategy by emailing:
I’d love to share some of our own ideas with you.
The Fintech industry is set to drive growth in the Singapore economy. However, for the sector to thrive it’s important for FinTech companies to evaluate how their hiring strategies can impact upon their growth strategies.
In this blog I examine:
The Sunday Times, Top 100 Best Small Companies to Work For (2019)
Best Companies, Top 75 Best Companies to Work For in the South East (2019)
Best Companies, 3-Star Accreditation (2019)
LinkedIn, Top 25 Most Socially Engaged Staffing Agencies (2016, 2017 & 2018)
Marketing & Digital Recruitment Awards, Best Recruitment Website (2018)
IRP, Best Recruitment Apprentice Award (2016 and 2017)
IRP, Best People Development Business Award (2017)