I refer to "Businesses complaining about Manpower Shortage Despite Unemployment Creeping Up"
This picture is one confusing puzzle that needs to be solved. How can a country like Singapore say that it's a tight labour market and manpower shortage but another picture paints a different story?
Some netizens have offered to explain and dissect this oxymoronic phrase.
One netizen said that this could be possible for low wages jobs, "It's *not* manpower shortage. It's businesses not being able to pay high(er) wages to meeting citizens' needs. The businesses (in order to to remain in business) would hire foreigners (overseas) - where to them its higher salary compared to their home country and they *will* go back to their own country after several years to live comfortably"
Another netizen said, "I think there has been a talent mismatch in the current market, not just salaries but particularly in expectations. For the employer side, the employer might have higher expectations in skill sets (being technical/relevant certs/relevant past skillset/non job hopper etc)."
I, myself, have also experienced some picky employers who are looking for Manhunt potential and Ms Universe type. For example, if one were to click to Ministry of Health, some of their jobs such as "Manager - (Hospital Services)" keeps readvertising once every 3 months or so.
Insider knowledge says that is not because there aren't suitable candidates,but due to picky employers, this position has been left vacant.
When I went to some job interviews such as IPOS - Trademarks Senior Executive and NUS Librarian jobs, some of the HR assistants, in charge of verifying my documents in the first stage, also candidly told me that these positions have been left vacant for more than a few months and some even up to one year because they are very careful with employee selection.
With such a mindset, it is not hard to see why many PMETs are still unemployed in e2i while employers continue to bemoan the lack of suitable candidates and contributing to a tight labour market.
CJ
TRS Contributor