Manpower takes your safety seriously during the recruitment process. Remember, Manpower does not charge candidates any fees and our recruiters’ messages will always contain their CEI number and our agency license number. When in doubt, it’s always best to contact the company the recruiter is claiming to be from via the official number/email.Scam cases hit an eight-year high in 2023, with more than 46,000 scam cases reported in Singapore last year. Among the various types of scams, job scams were the top type of scams people in Singapore fell for, making up 21.3% of all scam types in 2023. ​9,914 cases of job scams were reported last year, marking a 52.7% increase from 6,492 cases in 2022. Although the average amount lost per case has gone down, job scam victims lost more collectively, with the total amount rising 15.6%, to S$135.7 million compared to S$117.4 million in 2022.​​In such a landscape where scams are rampant, how can jobseekers prevent themselves from falling victim?​What are job scams? There are a variety of job scams. Some involve fake job ads found on social media and untrustworthy job portals where transferring a small sum of money is required to secure an interview. While others involve being asked to complete small tasks such as generating traction on social media content in exchange for attractive commissions.​​Job scammers typically target people who are actively seeking work and would promise easy money or a great job with little effort, ask for upfront fees, or pressure individuals to share personal information such as bank account details or NRIC number. ​Spot the Red Flags 🚩To keep yourself safe while job hunting, ask yourself these questions to spot red flags of job scams: ​If you answer ‘no’ to the following, it’s likely to be a job scam: Did you find the job on a trustworthy job board?Did you apply for the job?Does the company have an official website or social media account?Did the sender provide you with their agency’s license number and CEI number?If you answer ‘yes’ to the following, it’s likely to be a job scam:​Is the job too good to be true? (E.g. high-paying, a low-effort job where no experience is required.)Is the job description vague?Is the sender asking for money?Does the sender ask for personal information such as your mobile number, ID photo, or banking details?Is the sender using a ‘no reply’ email or an email ending with @gmail.com/ @hotmail.com?Are there multiple typos and grammatical errors in the job description/ email/ text messages? Does the sender only want to communicate on platforms such as social media, WhatsApp, Telegram WeChat, etc?Did an unknown number add you into a group chat on WhatsApp/Telegram/WeChat etc?​If you spot one or more of these red flags, there's a high chance that the person you’re in contact with is a job scammer. If you have doubts about the legitimacy of the recruiter reaching out to you, reach out to the company they’re claiming to be from through the company’s official number/email.​​​Take these steps to protect yourself from scams ​By being cautious, you can significantly reduce the risk of falling victim to a job scam. Here are some steps to take: ​Research the company thoroughly check the company website for legitimacy, search for online reviews (be cautious of fake reviews) and verify their physical address if listed.Check if the job is advertised on the recruitment agency/hiring company’s websiteBe selective about job boards. While free reputable job boards exist, free platforms can attract scammers.Don't share personal information prematurely. Never disclose your NRIC number, bank account details, or login credentials during the initial application stage.Check if the sender’s CEI number and name are listed in the Ministry of Manpower’s EA Directory. Manpower does not charge candidates any fees or request for personal information during the application process. We prioritize providing a safe and secure environment for your job search. ​​Manpower does not charge candidates any fees. We also do not request personal information such as NRIC number or bank account details during the application process. We only advertise on job boards, official social media accounts and our websites. We never send unsolicited text messages to candidates and do not use Telegram, WhatsApp, WeChat, etc. to reach out to candidates.​​To ensure a smooth and transparent process, any communication from Manpower recruiters will always include their CEI number and our agency license number. You can also verify the sender’s identity using their Name/CEI number via the Ministry of Manpower’s Employment Agencies directory. ​​Your safety during the job search process is our priority. If you suspect you’ve been contacted by a scammer, please do not continue to respond to the sender and seek authorities if your personal details have been compromised.  ​How to report a job scam in Singapore 📞​If you suspect you've encountered a job scam, reporting it is crucial. Doing so helps protect your friends and family from falling victim to the same scheme and assists authorities in tracking down the perpetrators.​Here are some ways you can report job scams in Singapore: ​Submit a report online at https://www.scamalert.sg/. The platform allows you to provide details about the scam, including the type of scam, the scammer’s contact information, a description of the scam attempt, and any screenshots or evidence you have.Call the Anti-Scam Hotline at 1800-722-6688. This hotline is operated by the Singapore Police Force (SPF) and can provide guidance and advice on reporting scams.If you believe you have suffered financial loss or the scam attempt was particularly serious, you can file a police report at any police station in Singapore.Official Social Accounts ​Manpower Singapore’s only official social media accounts are: LinkedInFacebookTwitter (X)InstagramIf you have been contacted by someone claiming to be a recruiter for Manpower Singapore, you can verify the person's identity by using the Ministry of Manpower EA Directoryor by contacting us at 6232 8811 / [email protected]​Find out more about job scams here:Protect Yourself From Job Scams | Manpower Singapore3,066 victims lose over $45m in job scams between Oct 2023 and Jan 2024 | The Straits TimesJob Scam (scamalert.sg)SPF | Police Advisory On Job Scams​

Maybe you’re thinking about going back to school to further your skills. Or gaining a certification in an in-demand area. Certifications can often be a game-changer, and they’re always far more affordable, and less time-intensive than any college degree.​What are certifications?Certificate courses are designed to provide a specialized and practical education that focuses on specific skills required by a particular industry. Depending on the type of certificate, the classes may cover a broad overview of essential topics or delve deeper into specific practices to ensure that the learners have a thorough understanding of the field. These courses are tailored to provide learners with the actionable skills and knowledge required to succeed in their chosen profession.​Why gain a certification?Certifications can be a great way to get a foot in the door. Whether on their own or in addition to a four-year degree, certifications will help demonstrate your knowledge of emerging technology and help you climb the ranks more quickly. But much depends on your industry, and desired career path.​Who needs a certification?Information Technology– In the tech field, a certification will often be enough to land an entry-level job. Some employers even require certifications on top of four-year degrees. Certifications in cloud services and cybersecurity are some of the most sought-after programs throughout the industry. Just be aware, however, that even though some employers are suspending the degree requirement when hiring, the long-term odds favor those with college degrees.Explore the certification programs and other education options available for ManpowerGroup IT consultants. Learn moreManufacturing– Certifications in manufacturing can advance your skills and open doors into high-demand skilled technical positions. These are positions that bridge the gap between manufacturing processes and high-end digital capabilities, such as quality technician and maintenance technician. Here’s an overview of 12 popular certifications. ManpowerGroup offers career acceleration programs in manufacturing for our associates. Learn moreEngineering– Many engineers obtain an undergraduate degree followed by licensure through the Fundamentals of Engineering exam, a master's degree, and a professional engineering license. Once established, you may want to consider industry-specific certifications to advance your career. Here are 9 industry-specific certifications for engineers.Certifications are available for many other professions, including hospitality, retail management, and accounting. In an era where skilled labor is in short supply, earning a certificate makes more sense than ever.

​Acing the employment interview requires that job candidates take the time to prepare. Tough interview questions force job seekers to think on their feet. And by participating in mock interviews, answering the toughest interview questions, any job candidate can survive even the most difficult and harrowing employment interview. Here is how to answer those interview questions:​Why are you looking to leave your current position?The interviewer is trying to determine if a job seeker is unhappy or dissatisfied with her current job, and if the possibility exists that the same issues will arise if she is hired. For job seekers who are currently unemployed, the interviewer wants to know why you were laid off.​Why are you interested in this position/our company?The interviewer is really interested in what value you can add to the prospective employer and how your credentials can support the organization’s direction. He is also trying to discern if the job candidate is interested in the position and/or the company for the right reasons.​What is important to you in a work environment?When the interviewer asks this question, she is trying to determine if the job seeker is the right fit for the job and the organization’s cultural environment. She is also trying to understand the kinds of things that the interviewee will likely focus on if hired.​Why should we hire you?/What makes you the best candidate for this role?The interviewer is trying to determine if the job seeker has the proper credentials, knowledge and experience for the job. She is also assessing the candidate’s self-confidence and ability to perform in the role.​Tell me about a specific situation where you failed.The interviewer is trying to determine if the job seeker is forthright when admitting to failure. He is also trying to discover if a job seeker learns from her mistakes, and if she is taking enough, too little, or too many risks on the job.​Tell me about a past accomplishment you are especially proud of.For this question, the interviewer is trying to determine what is important and of value to the job seeker and what kind of environment he/she will thrive in.​Tell me how you handle conflict at work.The interviewer is trying to determine if the job seeker is level-headed and fair when dealing with workplace conflict. Conflict is unavoidable in the workplace so the interviewer wants to know if you manage conflict in a constructive or destructive manner.When responding to questions in an interview, remember to keep it short (no longer than two minutes for each question), keep it positive and keep it truthful. Any job seeker who takes the time to practice answering each of the seven tough interview questions will find that the employment interview is less daunting and harrowing.

​Dyslexia influences as many as one in five people, which is one-fifth of the world population. From award-winning director Steven Spielberg to founder of Virgin Group Richard Branson to Olympic gold medalist Caitlyn Jenner and lawyer and advocate Erin Brockovich, some of the most successful people are dyslexic – and credit their learning difference to their career achievements. Hear from some of the world’s most successful dyslexics.Dyslexic individuals are well-positioned and well-skilled to succeed in today’s workplace as every industry is being disrupted by new technologies, automation and machine learning. The tasks dyslexic individuals typically find more challenging – spelling, reading and memorizing facts – are increasingly being done by machines, while soft skills that dyslexic applicants possess, like seeing the big picture, and problem-solving, are valued in today’s workplace.​“Dyslexic minds have exactly the skills we need for the workforce of tomorrow.” - Richard Branson, Founder of Virgin Group​But to climb the career ladder, one must first successfully navigate the job search. Unfortunately, many dyslexic job applicants believe that traditional recruitment processes put them at a disadvantage and doesn’t give them an opportunity to showcase their abilities, according to a new ManpowerGroup/Made by Dyslexia survey.Here are three ways that dyslexic applicants can improve their job search by positioning dyslexia as a strength.​Rethink your resumeManpowerGroup’s recent survey found that more than 99% of dyslexic individuals agree that they have valuable 21st-century skills such as creativity, communication skills and critical thinking skills. A resume is the perfect place to highlight those skills.When writing or editing a resume, it’s important to consider the perspective of the recruiter who will review it. He or she quickly scans resumes to determine if a candidate could bring value to an organization. Because many dyslexic individuals feel their employers have a poor understanding of the strengths associated with dyslexia[1], applicants should use resume copy to concisely spotlight dyslexic thinking skills and highlight career achievements.It’s also crucial for dyslexic candidates to have a friend or family member double-check the resume for spelling errors – particularly words that spell-check won’t catch, says Ellie Green, jobs expert at Totaljobs. She’d like to see more employers take dyslexia into account when assessing applicants.“It’s important to remember that there is a whole set of norms which shape how we should’ write a CV, but these aren’t necessarily conducive to accessibility and equitable recruitment, particularly for candidates with dyslexia, for example,” Green said. [2]​Impress in the IntroductionThroughout a job search, candidates will have many opportunities to showcase their strengths – especially during an interview. The introduction portion of the interview is the ideal time to engage the recruiter. To stand out among other candidates from the get-go, tout four or five skills that directly apply to the position you’re interviewing for. After all, one of the first questions in an interview is ‘Can you tell me about yourself?’To improve the outcome of an interview, here are the top skills employers are looking for that correspond closely to the skills of dyslexic thinkers[3]:Accountability, reliability and disciplineInitiative-takingResilience, stress tolerance and adaptabilitiesReasoning and problem-solvingLeadership and social influenceCritical thinking and analysisTeamwork and collaborationOriginality and creativityCuriosity and active learning​Strengthen Your StorytellingMany employers could be missing out on exceptional talent because they are not aware of the strengths people with dyslexia can bring to the position. Because people with dyslexia are not all the same and their strengths differ, it’s important for candidates to take assessments.That can help them and prospective employees better understand their skill level. Once they determine this, candidates should prepare for interviews by having three to five stories that show the value they, as a dyslexic employee, will bring to the workplace.During interviews, applicants should use storytelling to highlight six distinct skills that dyslexic individuals are predisposed to excel in:Communicating – crafting and conveying clear and engaging messagesImagining – creating an original piece of work, or giving ideas a new spinVisualizing – interacting with space, sense, physical ideas and new conceptsExploring – being curious and exploring ideas in a constant and energetic wayConnecting – understanding yourself and others and the ability to empathize and influenceReasoning – understanding patterns, evaluating possibilities and making decisionsDespite these skills, dyslexic individuals do face certain challenges during the interview process that other candidates don’t.John Walker, a job applicant with dyslexia often has problems with interpreting questions and writing too slowly. “I can read a question one way and it would mean something to me, but every other person on the planet could read it and then get a completely different question,” he said. Candidates can overcome these obstacles by not shying away from disclosing dyslexia to recruiters so they can help make necessary adjustments to the process such as receiving extra time to answer questions and the ability to take notes during the interview.[4]During today’s talent shortage, employers are scrambling to recruit talent with the skills they need for post-pandemic recovery. Seven in 10 employers globally report difficulty hiring, which is the highest than at any point since ManpowerGroup first asked about talent shortage in 2006[5]. Now is the time for dyslexic job seekers to shine by showcasing their strengths and the in-demand skills they will bring to a position.​To learn more, download the Dyslexic Dynamic Report.​​​Sources[1]The Dyslexic Dynamic, ManpowerGroup Report, 2021​[2]https://www.cnbc.com/2021/04/16/how-to-avoid-the-most-common-spelling-mistakes-made-on-resumes.html​[3]The Dyslexic Dynamic, ManpowerGroup Report, 2021​[4]https://www.theguardian.com/careers/careers-blog/jobseekers-dyslexia-challenges-solutions​[5]The ManpowerGroup Employment Outlook Survey, Talent Shortage 2021​

​It’s smart to diversify a financial portfolio to spread out risk. In the same way, it’s wise to diversify a job search using different technology to cast the widest net. To increase your discoverability, take these steps to maximize your visibility across the digital spectrum.Spread out your searchManpowerGroup Solutions identified a group of candidates known as Early HR Technology Adopters who use at least three technologies in their job search. This includes a smartphone app, social media advertisement, virtual job fair, text message, video interview, website chat, game or skills challenge test, or voice search via a virtual assistant. This new group of candidates represents the next wave of applicants who leave no digital rock unturned when searching for a job. Learn more.Cultivate your digital footprintWhat do potential employers see when they Google your name? You can help control your digital image by cultivating results with a blog or online portfolio. Setting up a robust online presence will help to build your reputation and raise your profile. It can showcase your expertise, expand your network and give prospective employers an opportunity to see your work. Here are tips for setting up a blog or online portfolio.Set up an online resumeSet yourself apart by breaking free of the format everyone else is using and taking advantage of online tools. Fortunately, there are digital resume services that can help tune up a resume for a digital format without any special coding or technical skills.Keep LinkedIn up to dateLinkedIn has been around for more than 15 years. As the platform matures and evolves, your profile may be showing signs of needing some updates or makeover to keep up with the times. Here’s how to conduct an audit and update LinkedIn to reflect where you are in your career so potential employers can identify you better.As with any technology, often the most work is on the front end. Invest time to set up portfolios and keep your social platforms professional and up to date. Once you’ve laid the groundwork, you can expect a higher return from potential employers searching, seeking and finding your skills.​Ready to start your job search? Click here to view all our job openings.

​As a worker, knowing your skills and talents will help you excel by seeking out and performing in a role that fits your strengths. Knowing yourself requires more than a general sense of intuition about your abilities – it also takes rigorous assessment.The following steps can help you identify what you have to offer.​Find out what drives youA majority of millennials say purpose is a priority in their career. This is important to know in assessing, because where there is passion, the drive to succeed, learn and improve follows. Ask yourself what you would do if a paycheck wasn’t on the line. Nurture this curiosity and desire to explore new things, which translates into Learnability, and continual improvement.​Identify what’s not workingOn the opposite spectrum, you should identify what you don’t like doing at work, or even if you hate your job. This is likely to be correlated with poor performance. Is the problem to do with your tasks and responsibilities? Or is your low job satisfaction more to do with a difficult boss or coworker? If the problem is your duties, try taking a career assessment questionnaire or seeking out the help of a career consultant. These can help you identify roles in other industries that you may not have considered. If the problem is your boss, you may solve the issue by transitioning to to another department or into another role within the organization.​Seek outside perspectiveYou may feel like you know yourself better than anyone else, but you’re not necessarily the most objective evaluator of your own skills. Instead, you can view yourself through the eyes of an employer by taking a professional skills or personality assessment and leverage the results to identify your strengths. Similarly, you can find a career coach to help you better understand your value to employers. Finally, ask your boss, a co-worker, or trusted friend to provide you with feedback.In the end, knowing where you excel – and where you fall short – requires a blend of both introspection and external help and input. Knowing where your true talent lies will help nurture and grow where you have the most potential, and where you can thrive right now.

​You get an email from a recruiter wanting to know if you’re interested in an attractive new role for you. However, the email also includes several terms and requirements –and you’re not exactly sure what they mean. Use this glossary of recruiting terms to familiarize yourself with terminology that you may hear in career-related conversations.​AssessmentBefore moving forward with an interview or offer, a recruiter may ask you to take an assessment. What makes you valuable? And what distinguishes you from your peers? Essentially, what is your value proposition? To answer any of these questions, you first have to assess your strengths through assessment. Today, there is a plethora of online tools at your fingertips to help you assess your skills and learning style, including your Learnability Quotient. Learnability Quotient (LQ) reflects your desire and ability to grow and adapt to new circumstances and challenges throughout your work life.​Soft skillsA recruiter can look at your resume, but knowing what soft skills it doesn’t necessarily reflect can be just as valuable to placing you in a new role. These are all just some of the personal attributes that indicate a high level of emotional and personal intelligence, also known as soft skills. They include communicating, critical thinking, meeting deadlines, being well-organized, collaborating and the ability to analyze and innovate. Employers are seeking these skills more than ever as they are broadly applicable across job titles, industries and changing times. Soft skills can also be developed and grown.​ExpectationsIt’s common for a recruiter to ask about your salary expectations. But expectations for a new role may go beyond money, including what kind of career coaching ar offered for employees. To succeed in today’s workforce, you need to continue learning and growing your skills. Successful companies recognize that they also play a part in building successful careers, which benefits them in the long run. Start a career conversation by letting them know that you understand your success translates into their success.When a recruiter first makes contact with you, it’s important to open the lines of communication. Make sure you both understand what is being discussed. If you’re not clear about anything, make sure to ask. It’s best to do that at the beginning of the process.

​Will this new year bring another transition for you? Here are strategies and skills to help you during potential career transitions in the coming year.  ​Assess your goals A new year can be an opportunity to assess what you want out of work and your life, including perks like flexible scheduling or remote work. Rather than immediately falling into a job search, evaluate your last or current job: What aspects did you like or dislike? Is it time to make a change? Where do you want to go next? Is entrepreneurship an option? Create a life map of where you would like to be in three to five years. Feeling like you have more control over the situation will lessen your perception of stress. ​Manage your timeSearching for a job is more than a full-time job. Sometimes it feels like you can’t keep up, and other times it feels like all you do is wait. It can help with peace of mind to set aside times to actively search, to write follow-ups, and even to wait guilt-free. Don’t let the job search take up your entire life. ​Set incremental goalsA new role or career may be your ultimate goal, and achieving that end can sometimes feel overwhelming. To help you get there, set incremental and smaller steps to achieve. You can also pick up freelance work, consulting, contract jobs or even volunteer positions. This part-time or temporary work can help pay bills or bolster your resume while your searching for a permanent job. Don’t overlook these opportunities while continuing to pursue full-time work. Finally, remember that whenever you are feeling overwhelmed or like you have lost control of the process, take a break. Go for a walk or perform an activity that you enjoy.You need downtime to help maintain your mental health, and you can always resume again later. 

​For the first time in more than a decade, a single historical event has affected millions of careers at once. The COVID-19 pandemic has impacted not just jobs lost, but also career trajectories for those who were expecting to move up in their organizations or find new responsibilities.​The good news is that the large-scale change in work situations has helped change how employers think about “career gaps” on the resume. It’s no longer just about taking a step back in a career –– it can also be seen as stepping up to help families and communities. As a result, LinkedIn has updated profile options to elevate “stay at home parent” roles or sabbaticals for family leave. Here are other ways job candidates can rethink and reframe their job gaps, especially in light of the COVID-19 impact.  ​​Become a mentor You can continue to show leadership skills beyond a job title, such as signing on to be a mentor for an organization or an advisor to a start-up. If you want to be a mentor, finding the right mentee is a lot like the other side of the equation. Network and talk to key people in your company or network about the type of person you want to be a mentor to, and be specific. You can also check with your alma mater about alumni/student mentoring programs you can join. Becoming a mentor can be a valuable addition to your experience and resume.​​Keep improving job skillsThere are no shortage of ways to re-skill and upskill with online education and courses, and not having a full-time job can provide more opportunity for growth in soft skills. This includes communicating, critical thinking, meeting deadlines, being well-organized, collaborating and the ability to analyze and innovate. Employers are seeking these skills more than ever as they are broadly applicable across job titles.​​Step into volunteer rolesConsider volunteer roles that add expertise and knowledge to your tool kit. Use volunteering as an opportunity to try something new, perhaps a career you always wanted to explore. You may find it as exciting as you dreamed, or it may lack the glamour or fulfillment you envisioned. Follow your passion – when you are giving back to something you believe, it is much easier to learn new skills.​​Ultimately, employers will be much more understanding of gaps in your resume during this past year, given the circumstances. At the same time, this is an opportunity to keep learning and growing –– and find what you really want to do in your career.​​

​Moving from college to the workplace traditionally requires major adjustments, including acquiring new skills on the job and learning to balance independent projects. Right now, economic and public health uncertainty only adds to the stress on college graduates. But stepping back, slowing down and taking concrete steps can help mitigate anxieties and improve your outlook. Here are ways to help navigate the unchartered waters. ​Build a mentor relationship In college, students can easily stop by a professor’s office hours or book an appointment with your academic advisor or job counselor. The same principles of mentorship are just as important to getting started in the workplace. After you graduate, you have to be more proactive about securing your own mentor. Having a mentor will enable you to learn what employers expect from new grads and you can use the information to make yourself job ready, and also help find new opportunities in sectors that are hiring. ​Take a skills inventory Does your resume reflect all that you are capable of accomplishing? Make sure that you reflect not just your major and hard skills, but also soft skills like learnability that shows you can make adjustments during turbulent periods. Research from ManpowerGroup has concluded that 65% of the jobs Generation Z will perform do not even exist yet, and right now is certainly a time of disruption and change. Show how your past has prepared you for a future that is evolving and being invented in front of us. ​Be open to new forms of work Look beyond the full-time permanent roles. In some sectors, hiring is ramping up right now for temporary or short-term work. Taking a temporary job to help meet demand may provide an in to a company, or an end in itself. Today, nearly 9 in 10 workers are open to NextGen work– part-time, contingent, contract, freelance or temporary. As younger workers bring tech-savvy skills to the workplace, new graduates can turn to flexible employment opportunities where it is needed most. ​Reach out to help others Right now, it’s easy to develop tunnel vision with respect to your own needs. No one will blame you for that. But many others are going through the same uncertainty, and seeking ways to help is not a zero-sum game. Over time, how you treat others builds a reputation. Recognizing others need assistance, offering to be of service through small acts like proofing someone else’s resume or sending an email with encouragement will become an extension of your resume. Do it for its own reward, and it’s likely to help deepen and expand your network as well. ​After years of being in the school system, it will take new grads time to transition to a new world –– and that’s never been true more than now. For college graduates, it’s important to be patient, keep being productive where you can be, and keep the faith.