Singapore Representative:
Head of Employment and Student Affairs at Kaplan Singapore
February 2025 Singapore Report
Employability At A Glance
Singapore’s employment landscape has demonstrated resilience and adaptability, particularly in the aftermath of the COVID-19 pandemic. In 2022, the nation’s total employment experienced a significant increase, surpassing pre-pandemic levels by 2.9%. This growth was driven by both resident employment and the recruitment of foreign workers to fill existing vacancies.
To further support workforce development, SkillsFuture Singapore (SSG) has introduced the Jobs-Skills Portal, a comprehensive online platform designed to provide jobseekers with valuable insights into current job demands and the skills required for various roles.
Launched in January 2025, the portal features interactive dashboards that offer information on top skills needed across different industries and potential career transition pathways. This initiative aims to empower individuals to make informed decisions about their career development and training opportunities.
Additionally, SSG has developed the Skills Framework as a key component of the Industry Transformation Maps. Co-created with employers, industry associations, educational institutions, unions, and the government, the Skills Framework provides detailed information on sector-specific employment, career pathways, job roles, and the existing and emerging skills required. It serves as a valuable resource for individuals seeking to understand industry trends and align their skills with market needs.
Employers have recognized the value of the Skills Framework in enhancing human resource practices. For instance, Shell Singapore has utilized the framework to gain an overview of the sector and to calibrate job groups, skills, and competencies within the company.
Ms. Ng Sher Lynn, Talent Development and Quality Manager at Shell, noted that the framework provides a reference point for these calibrations. The company has integrated the framework into its learning needs analysis, demonstrating its practical application in corporate settings.
Youth Development
Singapore is committed to equipping graduates with the necessary skills and experiences to thrive in the evolving job market. Various institutions, including the National Youth Council (NYC), polytechnics, and local universities, have implemented initiatives to enhance students’ employability.
National Youth Council (NYC):
The NYC offers programs that provide youths with structured opportunities, access to mentors, and industry experts to help them achieve their career aspirations. For instance, the “On My Way” platform allows young individuals to explore different jobs and industries, connect with professionals, and gain insights into various roles.
Polytechnics:
Singapore’s polytechnics have been proactive in preparing students for the workforce. Collaborations with industry partners, such as the Memorandum of Understanding between SMRT Corporation Ltd and all five polytechnics, aim to build a stronger talent pipeline for the rail industry.
Local Universities:
Local universities have expanded their work-study programs to provide students with practical experience alongside academic learning. Since the launch of the SkillsFuture Earn and Learn Programme in 2015, about 4,500 individuals and 1,100 companies have benefited from such initiatives. The Institutes of Higher Learning continue to expand these programs to allow more individuals and companies to benefit from such opportunities.
These concerted efforts by NYC, polytechnics, and universities aim to ensure that graduates are well-prepared to navigate the complexities of the modern employment landscape.
Here are some examples of events and efforts by NYC, Polytechnics and Universities.
• National Youth Council (NYC):
• Our Singapore Leadership Programme (OSLP): Originally designed for leaders aged 25 to 35, the OSLP has been extended to include youths aged 16 to 24. This expansion aims to expose younger individuals to national perspectives and policy considerations, thereby nurturing leadership skills early on.
• Youth Panels: NYC has established Youth Panels to provide individuals aged 15 to 35 with avenues to express their views on various issues and actively contribute to national policies. This initiative empowers youths to participate in policymaking and develop solutions to contemporary challenges.
• Polytechnics:
• Industry Collaborations: Singapore’s polytechnics are enhancing industrial training by partnering with leading industry leaders. These collaborations aim to provide students with practical experience and exposure to real-world applications, thereby increasing their competitiveness in the job market.
• Curriculum Innovations: For instance, Singapore Polytechnic’s School of Business has launched the “Business Essentials Through Action” program for all first-year business students. This initiative encourages students to develop feasible business plans, with successful teams receiving seed funding to implement their ideas.
• Local Universities:
• Work-Study Programmes: Universities have expanded their work-study programs to provide students with practical experience alongside academic learning. These programs combine classroom instruction with on-the-job training, allowing students to gain industry-relevant skills and enhance their employability.
Resources
Skillsfuture.gov.sg
Businesstimes.com.sg
Mycareersfuture.gov.sg
ial.edu.sg
discover.nc.gov.sg
nyp.edu.sg
straitstimes.com
suss.edu.sg
nyc.gov.sg
straitstimes.com
sp.edu.sg
straitstimes.com
sp.edu.sg
November 2024 Singapore Report
The economy has seen a shift and is increasingly seeing improvement in his employability capabilities.
Singapore’s job market has shown a robust recovery following the disruptions caused by the COVID-19 pandemic. Employment rates have improved, with many sectors, particularly in technology and healthcare, experiencing significant growth.
As of 2024, Singapore’s employment rate has shown improvement compared to 2022 and 2023, reflecting a strong recovery in the job market.
The employment rate in Singapore has rebounded, with recent statistics indicating it is close to pre-pandemic levels, hovering around 67-68%.
In 2022, the employment rate was lower due to lingering effects of the pandemic, but it began to improve significantly throughout 2023 as sectors reopened and hiring resumed, reaching approximately 66-67% by the end of that year.
The positive trend is expected to continue into 2024, driven by growth in key sectors like technology and healthcare, along with government initiatives aimed at workforce development.
Despite the recovery, there are ongoing challenges with skills shortages in various industries. Employers are increasingly looking for skilled workers, leading to initiatives aimed at upskilling and reskilling the local workforce.
The Singaporean government is actively promoting inclusive hiring practices, aiming to integrate underrepresented groups, including older workers and individuals with disabilities, into the workforce, thereby enhancing diversity and strengthening the labor market.
Other areas looked into by many MNC are diversity and inclusivity. With key players engaging consultants to train their HR staff.
Many MNCs in Singapore actively implement diversity hiring practices to create a workforce that reflects various backgrounds, including gender, ethnicity, age, and abilities. This approach not only fosters a more inclusive workplace culture but also enhances creativity and innovation by bringing diverse perspectives to problem-solving.
MNCs are increasingly providing training programs and resources to promote inclusivity within their organizations. These initiatives often include workshops on unconscious bias, mentorship programs for underrepresented groups, and support for work-life balance, ensuring that all employees feel valued and supported in their professional development.
Another trending topic here and around the work is AI enabled workforce.
AI is being utilized to enhance healthcare services by analyzing patient data to predict outcomes and recommend personalized treatments. For instance, AI algorithms can assist in diagnosing diseases early by interpreting medical imaging, thereby improving patient care and resource allocation in hospitals. Nurses using AI as the first cut analyzing the severity of cases be they refer the patients to the relevant healthcare profession – triage approach
Smart Urban Management: Singapore is leveraging AI for smart city initiatives, including traffic management and energy efficiency. AI systems analyze real-time data from various sources, such as traffic cameras and sensors, to optimize traffic flow and reduce congestion, contributing to more sustainable urban living.
The National Library board has a full segment of Generative AI as readers from all ages can easily understand the use of AI, it’s benefits, look at ethics and sensitivity of data. This includes deepfake and the dangers of misinformation.
1. SSG – CCS
Singapore Skills Future, has identified Critical Core Skills (CCS) comprises of 16 competencies across three skills cluster, that workplaces deem essential.
- Thinking Critically: The foundation of advancing technical skills lies in cognitive abilities. It is essential to cultivate the capacity for broad and creative thinking to identify connections and seize opportunities amidst change.
- Interacting with Others: Gaining new skills, sharing ideas, and establishing a collective understanding of a problem or situation are effectively achieved through interacting with others.
- Staying Relevant: Effectively self-managing and staying attuned to trends influencing work and lifestyle are crucial for offering the strategies, guidance, and motivation necessary for the development of technical skills.
2. It has designed pathways to strengthen these critical core skills (CCS). They are designed for the follow:
- Individuals: To enhance capabilities with Critical Cognitive Skills (CCS) to ensure employability, acquire the necessary technical skills for job performance, adapt to changes, and capitalize on career development opportunities.
- Employers: To foster the development of both technical and Critical Cognitive Skills (CCS) within workforce to ensure organization’s agility and adaptability. Invest in reskilling and upskilling initiatives for employees to align with business transformation.
- Training Providers: To incorporate Critical Cognitive Skills (CCS) into soft skills curriculum while integrating them seamlessly with technical skills training. Maintain a focus on providing up-to-date and relevant courses to meet the evolving needs of individuals’ skill development and align with the demands of various industries.
3. Reference: https://www.skillsfuture.gov.sg/initiatives/mid-career/criticalcoreskills
4. Ministry of Manpower update:
- Advanced estimates from the Manpower Ministry (MOM) on 31 January 2024 showed that retrenchment numbers hit 14,320 in 2023 – more than double compared to 2022
- MOM said the majority of the retrenchments were due to business reorganisation or restructuring.
- While employment did grow in 2023 for both residents and non-residents, the pace of growth slowed in each successive quarter amidst weaker economic conditions.
5. Reference: Straits Times Article, dated 31 Jan 2024
6. Workforce outlook
- Grants and training schemes to ease Singaporeans and Permanent Residences into upskilling
- Seeking for more participation from employers through engagement at ground levels.
- Asking fo people in employment to volunteer to share about career growth and opportunities.
7. PCDA’s Update
- Currently working on our Pilot run with an employer with 300 plus workers
- Pilot run to assist employer draw out a training pathway to enhance and sharpen staff Transformational Skills for Career Development.
- By the end of Pilot run, PCDA to have completed their training pathways for 3 champions who will be trained to carry out the role of implementation. PCDA will connect training providers to work on workshops and training for the champions and subsequently for the staff.
- With training on their specific transformational skills, they would take ownership on their career development, stay engaged and provide productively to achieving their goals which are aligned to that of the organisation.
Career Development for the employed
Following the Launch of The Transformational Skills Framework for Career Development, PCDA has been busy managing enquiries from many government and National Trade Union Congress members.
The framework has gained good traction now that we are working with an employer on a pilot run. The details of the framework can be shared if needed.
The topic of interest these days is the need to help our young people in the workforce enjoy work and life. They are too stressed and no matter how hard they paddle they seem to be no end to the race. A recent article in our local papers stated that though young working adults are keen to learn skills and contribute, they are exhausted that they must constantly try to balance work and life.
Working is now meant for living and no enjoyment is possible unless we land in a good proactive environment where employers are keen to support career progression that suits one’s interest. Post COVID has given those who have the means to take on holiday revenge – they call it these days. Others find it changeling when they do not have the ability or the luxury of time/money.
Many are asked to join communities and interest clubs. The government has made sufficient efforts to provide us with sport, leisure, entertainment – it just not reaching out the right pool of people.
It now seems appt that PCDA is organizing a Masterclass with Dr Roberta Borgen for career practitioners to build on their resilience and help clients sustain overall well-being. Please see details.
Thank you.
National programs to provide career services for job seekers
- The SkillsFuture Queen Bee initiative was introduced to support skills and talent development in companies, that enable company growth and business transformation. The SkillsFuture Queen Bee companies are industry leaders with strong sectoral expertise, industry standing and ability to influence companies, particularly small and medium sized enterprises (SMEs). SkillsFuture Singapore (SSG) has partnered manufacturing companies namely Bosch Rexroth, Omron, Siemens and HP Singapore as SkillsFuture Queen Bee companies to uplift the industry in areas such as the adoption of digital and sustainable technology. Collectively, these SkillsFuture Queen Bee companies are targeting to impact about 700 SMEs in the manufacturing industry over the next three years.
- To date, the volunteer Career Advisors initiative by Workforce Singapore (WSG) has trained and appointed over 300 advisors. Spanning nine sectors, including key growth sectors such as electronics, healthcare, logistics, ICT and sustainability, these volunteer Career Advisors comprise senior executives, company directors, union leaders, HR professionals, alumni of WSG’s programmes and business owners. As part of this initiative, more than 3,000 individuals have participated in career events and one-on-one advisory sessions to date.
3.Boston Consulting Group (BCG) and SkillsFuture Singapore (SSG) launched two new programmes today as part of its highly successful Rapid & Immersive Skill Enhancement (RISE) programme, a unique digital skilling and capabilities-building initiative. RISE for Business is a unique programme that enables businesses to identify and act upon new digital opportunities by equipping their home-grown talent with high-demand business and digital skills. As a SkillsFuture Queen Bee, BCG is taking a leading role to champion skills development in local small and medium enterprises (SMEs) by helping them access quality and industry-relevant skilling programmes.
National Strategy to help Singapor workers
- The Government will “redouble” its efforts to develop and support Singapore workers while keeping the economy open.
- investing in the skills and human capital of Singaporeans has been and will continue to be a key priority for the Government.
- Singapore will continually update its manpower policies and rules to manage the flow of work-pass holders, and to ensure that they are of the right calibre.
- It will also make sure that employers adopt fair employment practices and take a strong stance against discrimination in the workplace.
- The country will invest more in skills training, with a focus on developing more Singaporean specialists and leaders across all sectors of the economy.
Learning Programmes Organised by PCDA
- [In the Plans] Conversation Matters by Rich Feller, Q2/Q3 2022.
Community Development
- PCDA appointed a new Executive Director with effect from April 2022
- AGM event was successfully completed in March 2022
National programs to provide career services for job seekers
- More Employment Agencies appointed to provide specialised assistance to vulnerable local jobseekers
- More individuals and enterprises involved in lifelong learning. About 660,000 individuals upskilled themselves through SkillsFuture Singapore (SSG)-supported programmes in 2021.
- SSG launched the inaugural Skills Demand for the Future Economy Report in 2021. This report spotlights priority skills in three growth areas – the Digital Economy, the Green Economy and the Care Economy; as well as the relevant job opportunities and courses. The aim is to encourage and guide learners, enterprises and training providers to invest more in these priority skills.
Learning Programmes Organised by PCDA
- [NEW] Group Career Counselling by Dr. Richard Pyle. Dates: 22 & 24 Feb, 2022 and 8 & 10 March, 2022
- [In the Plans] Conversation Matters by Rich Fella, March/April 2022.
Community Development
- PCDA Membership Recruitment Drive, closing date 31 Jan, 2022.
- PCDA AGM in 17 March, 2022.
[Singapore]
- Covid-19 pandemic, border restrictions may hinder Singapore’s economic recovery: Experts https://bit.ly/3GgSMzP
- More S’poreans tap schemes to upskill, switch careers amid Covid-19 pandemic https://www.straitstimes.com/singapore/more-sporeans-tap-schemes-to-upskill-switch-careers-amid-covid-19-pandemic
- Singapore’s employment rates soar, skills drought abates https://www.hcamag.com/asia/specialisation/employment-law/singapores-employment-rates-soar-skills-drought-abates/323636
Learning Programmes Organised by PCDA
- [NEW] Group Career Counselling by Dr. Richard Pyle. Dates: 22 & 24 Feb, 2022 and 8 & 10 March, 2022
- [In the Plans] Conversation Matters by Rich Fella, March/April 2022.
Community Development
- PCDA Membership Recruitment Drive, closing date 31 Jan, 2022.
- PCDA AGM in 17 March, 2022.
[Singapore]
- Retirement age still relevant in protecting older workers against ‘less progressive’ employers: Tan See Lenghttps://bit.ly/31nk5to
- More can be done to train older workers with raising of retirement and re-employment agehttps://www.straitstimes.com/singapore/politics/more-can-be-done-to-train-older-workers-with-raising-of-retirement-and-re
- [MOM] Senior Worker Early Adopter Grant and Part-time Re-employment Granthttps://www.mom.gov.sg/employment-practices/schemes-for-employers-and-employees/senior-worker-early-adopter-grant-and-part-time-re-employment-grant
Learning Programmes Organised by PCDA
- [NEW] 2nd run of the “Career Construction Masterclass – Enhanced” by Prof Kevin Glavin. Course dates: 13, 20 & 27 Sept’21.
- [NEW DATES] Master class on “The Talent Revolution” by Lisa Taylor. Introduction session on 30 Sept’21, actual course dates: 21, 22, 28 & 29 Oct’21.
- [In the Plans] Conversation Matters webinar by Rich Feller.
- [In the Plans] Webinar by former Ministry of Manpower (MOM) director, Andrew Fung. Webinar likely in August’21.
Community Development
- PCDA Member Check-In-Session on 13 Aug’21.
- PCDA Exco Member recruitment drive 2021.
[Singapore] MOM to Setup Committee to Examine if Laws Against Workplace Discrimination Should Be Introduced
Singapore MOM will set up tripartite committee to look into how best to deal with workplace discrimination.
Learning Program Organized by PCDA
- Lunchtime webinar on “Critical Ingredients of Career Intervention” by Michael Healy
- [In the plans] Talent Revolutionaries Masterclass by Lisa Taylor in September’21.
Community Development
- Exploring partnership with Workforce Singapore (WSG) to introduce career development practices to the workplace.
- Exploring partnership with private enterprises to weave in career development practices to their business
- Exploring collaboration with Public Service Division (PSD) to help build capability for the career coaches (in-house). It is noted that these in house coaches service all the civil servants in the public sector
- Invitation to participate in the annual SkillsFuture Month which is a national campaign to promote lifelong learning. It is an opportunity to incorporate career development concepts in the national movement.
National Programs to Provide Career Services for Job Seekers
- SkillsFuture Month, 2 Jul to 15 Aug 2021.
Learning Programmes Organised by PCDA
- Master class on “Career Construction Interview” by Prof Kevin Glavin
- Master class “Career SUPERDRIVE” by My Working Title
Community Development
- Revision of PCDA membership
- S$40 for 1-year subscription
- S$70 for 2-year subscription
Human Capital Support for Enterprises
In Dec 2020, Singapore government launched a new grant to help companies conduct Job Re-design.
Abstract: Developed by Workforce Singapore (WSG) as part of the enhancement to the existing Productivity Solutions Grant (PSG), the Support for Job Redesign under Productivity Solutions Grant (PSG-JR) encourages enterprises to work with pre-approved Job Redesign (JR) consultants to redesign work processes, tasks and responsibilities. JR can support business transformation, help make jobs more productive and attractive for workers, and benefit enterprises by allowing them to hire and retain good workers to support the business.
National programs to provide career services for job seekers
- Job seekers can visit any of the eight satellite career centres in the heartland for career matching services and advice.
- Called the SGUnited Jobs and Skills Centres, the purpose is to make career services highly accessible to residents.
- Job seekers can go to these satellite centres to meet a Workforce Singapore career ambassador who will provide career advice on the SGUnited Jobs and Skills Package.
- Close to 100,000 opportunities – jobs, traineeships and skills training places – will be generated by the Government under the package overseen by the new National Jobs Council.
- Job seekers who require more in-depth and tailored career coaching services will be referred by the career ambassador to their nearest career centre for follow-ups.
- There are five career centres islandwide, such as Workforce Singapore’s Career Connect and the National Trades Union Congress’ Employment and Employability Institute.
- Source
Partnership with local government
- Local Government is offering to form a strategic partnership with PCDA to provide 1 to 2 years of monetary support for our local career development association (PCDA) to organise events for the community
- Due to Covid, nature of engagement and price have to be adapted and go through re-think
ACPDA Conference 2021
- Meeting Marilyn together with Sing Chee to discuss and make preparations
- Formed working committee in Singapore to prepare for conference
- Mapping out work breakdown structure
- Performing budgeting and aiming to secure better venue and food options
National Career Development Facilitation Conference 2020
- Workforce Singapore, a government agency in Singapore, is planning to organise a major conference in 2020.
- PCDA is working with the agency to influence on the conference theme, design and execution.
- The last conference was organised in 2018, delivered jointly with PCDA. Minister of Manpower graced the event as GOH.
- Currently in the process of organising events as prelude to engage enterprises and employed individuals to dovetail to this conference.
Prepared by Hector Lin
by Ella Choi and Jeremiah Wong
Singapore is a tiny metropolitan city well-known for topping the charts in many indicators such as health, education, infrastructure and economic competitiveness. Amidst a commendable 2.1% unemployment rate, the average Singaporean puts in about 45 hours a week at work to support the nation’s growth. Underlying this however, is a growing concern that nearly half (45%) of the Singaporeans in employment face burn-out, dissatisfaction and low engagement levels (Job Street, 2017). With an economy undergoing rapid change, the need for career advising has never been greater. Against this backdrop, Workforce Singapore redesigned its career centers in 2017 to build a service model based on sound career development theories, meshed with a needs-based approach to ensure that services are effective and relevant to the jobseekers. Under the redesigned “Careers Connect”, its personalized career services, branded as the CARE360 package, is undergirded by five principles:
- A human-centered design approach which focuses on research into the jobseeker’s psychological state and career readiness; supported with ideation and prototyping techniques (Stickdorn, Schneider, Andrews, & Lawrence, 2011)
- An emphasis on job-fit through well-informed career decision-making, beginning with a good understanding of (a) one’s self and (b) the environment (Parsons, 1909; Walsh & Holland, 1992)
- A triaged service model that recommends the right level of support and programmatic interventions to the jobseeker, depending on their readiness level (Sampson, 2017)
- Alignment of interventions to market realities in the local context, including understanding of the technological and cultural shifts in the way hiring is conducted
- The digitalization of services through a blended, hi-tech and hi-touch approach, using interactive content and technology coupled with personalized human interventions to support jobseekers and extend the reach of services
Career Catalyst (CARE360)
Structured Career Coaching to achieve job search goals
For unemployed professionals who have been job hunting for months, job search can be frustrating, complex and seemingly futile.
Career Catalyst, a structured and modular, career coaching program, breaks down the job search process into 4 actionable steps. Adapted from the CASVE cycle (Sampson, Reardon, Peterson, Lenz, 2004), jobseekers are guided to make wise career decisions through 4 stages:
- Know Yourself: Gain awareness into one’s Values, Interests, Personality and Skills (VIPS), which is founded on Holland’s six personality types, Jung’s Myer Briggs personality models, and Knowdell’s Career Values and Motivated Skills. With VIPS, the individual’s life narrative is strengthened, and through coaching and career construction, is transformed into a coherent career story.
- Explore Options: Gather insights into job opportunities through conducting in-depth job and occupational research, while leveraging on the national skills frameworks which codify the essential skills and competencies for each job.
- Develop Strategies: Translate one’s VIPS and career story into a differentiated personal brand, and personified through one’s résumé, interview and networking interactions.
- Take Action: Implement one’s job search action plan through targeted online job applications and leveraging one’s networks.
Career Activator (CARE360)
Familiarizing with the work environment to make an informed decision
Jobseekers touring the work environment at a healthcare companyWhile many blue-collared workers can land a job fairly quickly in Singapore, several struggle to stay in a job due to a weak understanding of the job role and work conditions.
Career Activator, which gathers interested jobseekers on a learning journey to a hiring company’s workplace, enables them to learn more about the job tasks, work environment and skills required to make informed career decisions. This form of career decision-making is hinged on the Trait and Factor theory (Parsons, 1909) and Person Environment Congruence (Walsh & Holland, 1992), which requires a good understanding of self and an understanding of the occupation to identify a good job fit.
Career Recharger (CARE360)
Career Counseling to stay positive in the face of setbacks
Across the globe, job loss can severely impact an individual’s financial status, social and family relationships, and even one’s personal identity. Singapore is no exception. In a fast-paced society that prides itself on achievements and status, prolonged unemployment can lead to stress, anxiety and even depression.
“After losing my job, I really felt like I was nothing… It was emotionally draining, sending out 10 job applications a day and not hearing back from anyone… With a wife and 2 children to support, I was slowly burning through my savings”– Thoughts frequently shared from unemployed Singaporeans in their 40s – 50s.
Career Recharger, a 1-to-1 Career Counseling Program, equips jobseekers with a positive mindset and the needed self-efficacy to focus on their job search efforts. With roots in Person-Centered Therapy (Rogers, 2012) and Cognitive Behavioral Therapy (Beck, 2011), Career Recharger looks holistically into the client’s background, family’s genogram and career needs, and seeks to achieve balance and equilibrium, in order to regain ownership of the client’s life again. The program works through the following 4 stages:
- Know the stressors: The counselor establishes rapport with the client through unconditional positive regard, guiding the client to draw out and reflect on their lifeline, and understand what triggers one’s emotions and behaviors.
- Identify coping strategies: Recognize unhelpful patterns of thinking, and identify ways to reframe one’s negative thoughts.
3.Craft an action plan: Nudge the client to write down and commit to the ‘next steps’ of their job search, through crafting a personalized action plan that outlines both short and long-term goals.
4.Celebrate the progress: Guide clients to see the job search process as a series of progressive milestones, and celebrate the tiny successes that they have clocked to keep spirits high and motivated.
Career Energiser (CARE360)
Differentiate from the competition using job search techniques
With job openings today receiving 50 – 1,000 applications, the challenge for many jobseekers is in articulating what makes them different from other candidates, so that they stand out.
Career Energiser brings the contents and tips from regular 1-to-1 career coaching sessions to group facilitated workshops. These job search workshops are characterized by the following:
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employers and industry experts from the same industry to spark connections. The program comprises 3 parts:
- Workshop on networking and elevator pitch skills to allow jobseekers to familiarize with the fundamentals of establishing professional career relationships.
- Industry expert sharing on hiring insights and technological trends in the industry to offer greater insights into the job role and provide a reality check for jobseekers.
- Speed networking session to encourage employers to go beyond the résumé and learn more about the candidates: who they are and what they believe in.
Jobseekers building their confidence during a speed networking session with employers
employers and industry experts from the same industry to spark connections. The program comprises 3 parts:
- Workshop on networking and elevator pitch skills to allow jobseekers to familiarize with the fundamentals of establishing professional career relationships.
- Industry expert sharing on hiring insights and technological trends in the industry to offer greater insights into the job role and provide a reality check for jobseekers.
- Speed networking session to encourage employers to go beyond the résumé and learn more about the candidates: who they are and what they believe in.
Jobseekers building their confidence during a speed networking session with employers
Established career theories, contextualized to the Singapore context and needs of the jobseeker, underpin our service design and delivery. As these continue to evolve, Careers Connect has charted the vision of setting the national standard for career services, so as to best meet the needs of our citizens.
Careers Connect: connecting career aspirations of individuals with the hiring needs of employers.
Reference List
Beck, J. S. (2011). Cognitive behavior therapy: Basics and beyond. Guilford press.
Low, Y.J (2018, Jan 22). Survey finds 45% of S’poreans unhappy at work in 2019. Today online. Retrieved from:
Ng, J.Y. (2016, Apr 20). Older PMETs hardest hit as layoffs increase across sectors. Today online. Retrieved from:
Rogers, C. (2012). Client Centred Therapy (New Ed). Hachette UK.
Sampson Jr, J. P., Lenz, J. G., Reardon, R. C., & Peterson, G. W. (1999). A cognitive information processing approach to employment problem solving and decision making. The Career Development Quarterly, 48(1), 3-18.
Sampson, J. P., Reardon, R. C., Peterson, G. W., & Lenz, J. G. (2004). Career counseling and services: A cognitive information processing approach. Belmont, CA: Thomson/Brooks/Cole.
Sampson Jr, J. P., Peterson, G. W., Reardon, R. C., & Lenz, J. G. (2000). Using readiness assessment to improve career services: A cognitive information?processing approach. The Career Development Quarterly, 49(2), 146-174.
Stickdorn, M., Schneider, J., Andrews, K., & Lawrence, A. (2011). This is service design thinking: Basics, tools, cases (Vol. 1). Hoboken, NJ: Wiley.
Tang, L. (2018, Dec 24). The Big Read: Breaking Singapore’s workaholic culture. Today Online. Retrieved from:
Ella Choi is a Career Development Facilitator from Singapore, and has been designing career services and policies for the past 3 years. She believes in innovation through intentional design, and hopes to reorganize the job search process from one that is stressful, frustrating and complicated to one that is meaningful, understood, and easily navigable by the jobseeker. You can reach her at ella_choi@wsg.gov.sg.
Jeremiah Wong is an NCDA Certified Career Services Provider (CCSP) and Global Career Development Facilitator (GCDF) from Singapore. He has been career coaching and building capabilities for career practitioners for the last 8 years. His passion is in raising the capabilities of career practitioners in Workforce Singapore, to enable more actualized individuals to land fulfilling careers. You can reach him at jeremiah_wong@wsg.gov.sg.
Guess he thrives on being the first:
- 1st Certified Master of Career Services (NCDA, USA) in Asia
- 1st International NCDA (US) Master Trainer in Asia
- 1st Certified Professional Retirement Coach (USA) in Asia
- 1st Legacy Partner Lifetime Member, Asia Pacific Career Development Association
- 1st batch of Accredited Senior Human Resource Professionals (SHRP) in Singapore
- 1st Certified Personal Branding Strategist (REACH, USA) in Asia
- 1st Certified Career Developer for people with barriers (USA) in Asia
Han is the youngest winner of the National Human Resource Professional of the Year Award, a pioneer recipient of the Inaugural National Lifelong Learner Awards and a winner in the Inaugural MIS Best Personal Brand Awards (Entrepreneur).
APCDA Conference Presentations:
- Coming at the 2019 Conference:
- Tuesday May 21, with Constance Pritchard: Facilitating Career Development Training – Day-Long Professional Development Institute (PDI) for the GCDF and/or CCSP Credential
- Panel speaker on Careers 4.0
- Skills for the Gig Economy by Han Kok Kwang and Roberta Neault (2018)
- Trends in Asia by Sungsik Ahn, Han Kok Kwang, Ivy Liao, and Cheri Butler (2016)
- Million Dollar Mission: Exploring Career Success with Youth by Han Kok Kwang (2016)
Education – degrees, certificates and where you studied
Han does not have a Bachelors’ degree but earned an MBA (Master of Business Administration with Distinction) from the University of Hull (UK) and a PhD accredited by Varna Free University (Bulgaria). He has 16 other certifications, ranging from assessment tool certification to marketing, training & management consulting. He is truly a model of a life-long learner!
Professional influences
Han is grateful for the many mentors that he met in his career journey. Special mention must be made to Ms Ellen Weaver Paquette, who showed him the way to become a Global Career Practitioner.
Publications
Han is a firm believer in performance and results, as reflected in his provocative bestselling books on career management below. He also donated more than $80,000 to Charitable Organizations through his book sales to help the disadvantaged in Society.
- So What If You Don’t Have A Degree? (National Bestseller)
- Beyond Buzzwords: Expanding Mind-sets, Exploding Returns
- No Job? No Problem! (Bestseller)
- So What If You Are Not The CEO?
- Million Dollar Mission: Exploring Career Success with Your Youth
Contribution & Impact:
- Empowered 60,000+ people from 21 countries in their career development through his books, seminars and workshops
- Empowered 3,000+ students as Adjunct Lecturer/Career Mentor in Diploma, Bachelors’ & Masters’ Degree programs from 1995 to 2014
- Trained 100+ Allied Educators & staff from the Ministry of Education to provide education & career guidance to students in Primary & Secondary Schools
- Trained 350+ Educators from a Polytechnic to provide career guidance to students via effective career conversations
- Trained & certified Career Advisors in almost all the local Autonomous Universities
- Trained Officers from the Ministry of Social & Family Development to provide career assistance to those in need and at-risk populations
- Helped jumpstart the Employment & Employability Institute in 2008 by training the first 10 batchesof their Employability Coaches, who assisted over 40,000 people during the global financial crisis
- Empowered 1,000+ career transiting officers in the Military & Police since 2005
- Trained over 70% of Global Career Development Facilitators (US) in Singapore
You can connect with Han at
by Dr Lisa Raufman
Han Kok Kwang has been a Career Professional for more than 29 years, playing diverse roles as senior manager of a global corporation, international MBA lecturer and entrepreneur. He is a National award winning professional, Bestselling author and Founder of the boutique career development training business,
What made you decide to become a lifetime APCDA member?
“Because I believed that the 21st Century is the Century of Asia Pacific, with enormous potential for career development and career practitioners. And APCDA is well positioned to ride on the wave. It’s also super cool to be the 1st, to go where no one has. That was why I signed up to be the 1st Legacy Partner Lifetime Member of APCDA way back in 2014.”