Hiring in Singapore is far from business as usual, with 60 per cent of employers struggling to locate appropriate talent while also adapting to the new Singapore National Registration Identity Card numbers (NRIC) policy 2025 directive that affects background screening and data protection by unmasking sensitive information.
Only last month, the government apologised to citizens for causing “anxiety” surrounding the new policy, which treats them as public information. This shift raised concerns over the protection of sensitive data and the conflict the new policy had with the previous Personal Data Protection Commission (PDPC) guidelines. HR leaders must urgently address their business’s screening practices and data protection policies to meet the new guidelines, ensuring both background screening compliance and the trust of stakeholders.
Understanding the changes to NRIC guidelines
According to Channel News Asia (CNA), the “NRIC debacle boils down to the legal difference between identification and authentication,” and in terms of background screening, this distinction demands enterprises to cautiously balance compliance with new regulations while ensuring secure and efficient processes for verifying candidate information.
Key updates on NRIC handling
In light of the NRIC data protection updates, HR leaders must ensure that their business recognises the difference between authentication and identification. They must also make sure to align with recent updates like proper NRIC handling but be prepared for the impact on hiring processes and data management practices. Enterprises that previously relied heavily on NRICs for identification must use new alternative methods for identifying and authenticating applicants.
Implications for personal data protection
NRIC numbers are still subject to data protection obligations, including consent and reasonable protection. For specifications, the PDPC suggests that enterprises refer to pages 15-16 of their guidelines on the Guide to Data Protection Practices for ICT Systems and ultimately, ensure they have strong requirements for administrative accounts, such as complex passwords or 2-Factor Authentication.
The impact on background screening process
Despite the Ministry of Digital Development and Information (MDDI) claiming NRICs are “just identifiers,” these numbers have long been considered as sensitive by government and businesses alike due to risks like fraud and harassment. In order to effectively navigate the impact of the new NRIC guidelines, HR leaders must ensure their business is prepared to manage:
Enhanced verification measures
Businesses should shift away from using NRICs as a default password and begin using best practices for identity verification like security tokens, biometric data, and strengthening or creating new, unique passwords.
Data security standards
Enterprises must not rely on NRICs any longer during the selection and hiring process and instead improve their data protection protocols to protect sensitive candidate information from breaches and unauthorized access.
Regulatory compliance
HR leaders should utilise new NRIC guidelines to update their screening policies to prevent penalties and maintain compliance.
How employers can prepare for the changes
An NRIC, like any personal identifier, requires consent and protection and as employers prepare for the changes of new NRIC guidelines, they should ensure they do the following:
- Reassess current practices by conducting a thorough review of their existing background screening processes, identifying any compliance gaps, and updating workflows.
- Educate teams on compliance by investing in training that will help staff to understand what is expected.
- Adopt dynamic data strategies like innovative data solutions, i.e., inscription, and secure tokens, to boost the security and flexibility of their processes. Also, significantly reduce reliance on NRICs.
RMI’s commitment to secure and compliant screening
HR leaders must ensure their business adapts quickly to the new NRIC guidelines to remain compliant, adopting new or updated ID and authentication processes and dynamic data strategies to ensure that sensitive data is protected.
During the new hire process, businesses must ensure that their background screening process reflects Singapore’s tightly regulated business landscape, as it plays a vital role in building a compliant, secure, and high-performing workplace. RMI is one of the Ministry of Manpower’s designated providers to verify educational qualifications for EP applications. We can act as a trusted partner, allowing HR leaders to have peace of mind, knowing that the background screening processes that we have in place remain relevant and compliant with data privacy guidelines and legislation.
Contact us today to learn how we can support you through your compliance excellence journey with our unique approach, including strategies like pre-employment background screening, that will unlock a competitive advantage to stay ahead in this uncertain hiring landscape.
