This new ruling follows changes announced by the Ministry of Manpower (MOM) in 2023. MOM introduced the Complementarity Assessment Framework (COMPASS), emphasising employers’ need to provide clear career development pathways for foreign employees.
In light of these changes, businesses must work to thoroughly understand and navigate the complexities and implications of Singapore’s strengthened rules for hiring foreign professionals. It is imperative to explore how effective employment verification strategies, such as background screening and employment history checks, can help companies meet these regulatory requirements.
Impact on hiring practices for businesses of Singapore’s policy changes
These measures aim to enhance the quality of foreign talent entering the Singaporean workforce while ensuring fair treatment and professional development. However, what will the impact be on companies hiring?
Many companies may face challenges meeting this new requirement, particularly those with tighter budget constraints or smaller profit margins. Additionally, industries that traditionally rely on hiring foreign professionals with specific skill sets may need to reevaluate their compensation structures and budget allocations to remain competitive in attracting top-tier talent.
Moreover, COMPASS requirements add another layer of complexity to hiring practices. Employers are now mandated to provide clear career development pathways for foreign employees, ensuring that they are adequately compensated and offered opportunities for professional growth and advancement within the organisation.
Mitigating risks and ensuring compliance using background search services
Companies that fail to adhere to these regulations may face severe penalties, including fines, work pass revocations, and even bans on hiring foreign workers. Moreover, non-compliance can tarnish a company’s reputation, leading to loss of trust among stakeholders and potential legal repercussions.
Therefore, candidate verification is critical for mitigating these risks and complying with Singapore’s regulatory framework. By conducting thorough verification processes, companies can obtain concrete evidence of candidates’ qualifications and work experiences, thereby reducing the likelihood of misrepresentation or falsification.
Navigating the complexities of verifying foreign qualifications
Challenges such as diverse educational systems, language barriers, and fraudulent documentation require careful consideration.
Companies must research candidates from foreign educational institutions, accreditation bodies, and professional associations to address these hurdles effectively. This involves validating the legitimacy of candidates’ qualifications by verifying the accreditation status of their alma maters, confirming the authenticity of academic transcripts, and cross-referencing credentials with relevant authorities. Human resource departments may not have the time or the resources to conduct these checks diligently.
Choosing a reputable background screening company is paramount for businesses seeking to maintain integrity and trust in their hiring processes. Firstly, reputable companies possess the expertise and resources necessary to conduct thorough and accurate screenings, ensuring that candidates’ backgrounds are meticulously vetted. This diligence minimises the risk of hiring individuals with misrepresented credentials or questionable pasts.
Secondly, reputable background screening companies adhere to strict compliance standards and regulations, ensuring the screening process is conducted ethically and per legal requirements. This commitment to compliance mitigates the risk of legal repercussions and ensures that the company remains in good standing with regulatory authorities.
MOM has endorsed RMI to verify the authenticity of educational certificates for candidates applying for a work pass. Please check out our MOM educational certificate verification services here.
