FOREIGNER TEACHES OTHER EXPATS HOW TO BYPASS S’PORE JOB BANK REQUIREMENTS
Hardwarezone user tokiya posted on the Hardwarezone forum on how a foreigner is teaching other expats on how to by pass Singapore EP Job Bank requirements.
Employers are generally required to advertise a job position on Jobs Bank for 14 calendar days before they can apply for an Employment Pass (EP) with regards to the same position. But an expat managed to beat the system even though he did not possess a valid work pass.
He even proudly made mention of how he actually secured an offer after applying to a job ad seeking “locals only”. Now you should know why only a miserable handful of Singaporeans were hired through the Jobs Bank in 3 years.
What is Temasek about? It is about investing and building a better world, doing well, doing right, and doing good, not just for this, but also future generations.
The crux of this ambition is our people – their values, passions, capabilities, and their willingness to learn, lead and take on new ideas and responsibilities. This is how we shape Temasek, our reputation, and what we stand for. We do this for ourselves and our families, for our company, and ultimately for the larger community.
So how should we look at building our people and our team?
We have an open policy on building our team, regardless of the colour of our skin, or the colour of our passports.
At the Board level, we have outstanding individuals from around the world, giving us their time and sharing with us their expertise and experience as our Board members.
Among our workforce, our diversity spans 32 nationalities, across offices in 8 countries. Indeed, some of you may remember, we made an unsuccessful attempt to bring in a non Singaporean to be the CEO of Temasek some 10 years ago. The offer was made on the strength of what the Board believed he could have brought to the table, though he had to leave shortly after for other reasons. We continue to engage with him through these years, and indeed have had some co-investments together with him.
Temasek has its roots in Singapore, where there is no place for xenophobia, racism, or hate speech. The very birth of Singapore as an independent nation was founded in the ideals of meritocracy, regardless of race, language or religion. What matters most to us in Temasek, are the values, the integrity, and the character and capability of our people.
Some of our colleagues from India have been targeted recently on social media by a divisive, racist campaign. This makes us very angry at the false claims perpetuated.The Singaporeans among us are also ashamed at such hateful behaviour on the Singapore social media.
We stand by our colleagues who have been dragged into this through no fault of their own.
We know that the social media can be a force for good or bad. We believe there is a role for constructive debate and fact-based opinions in our society, even on contentious or sensitive topics, and even on social media.That should be balanced with civility and respect for others. There is no place whatsoever for racism to feature in these debates. Insidious posts designed to stir hatred and intolerance have no place in our society, and we denounce them.
We have referred these posts to Facebook as in clear breach of their own community guidelines on hate speech, and will continue to press them to be more active in stamping out such hate speech, wherever it occurs on their platforms.
In each of our offices, locals form the vast majority. This is no different in Singapore, where Singaporeans form the vast majority. This is only natural and practical.
Among our 600 strong staff at our headquarters in Singapore, 90% are Singapore Citizens or Permanent Residents (PRs). This is broadly the same among our senior leadership (Managing Directors and above).
Globally, our nationality mix is about 60% Singaporeans and 40% other nationals, which includes about 10% Singapore PRs. Other than Singaporeans, the top 5 nationalities are China (9%), USA (7%), India (6%), UK (3%) and Malaysia (3%). This mix will continue to change as we work towards opening more offices in Asia, Europe and elsewhere.
We encourage mobility as a way of developing our talent, both between functions and across geographies. We will continue to provide opportunities for our Singaporean colleagues to broaden their experiences and build their leadership capabilities globally, as we also do for our locally-engaged staff in our overseas offices by supporting relevant assignments for them to work in our Singapore headquarters or in our other offices.
As an active global investor, and a forward looking institution, it will be foolish of us not to tap on the global pool of talent. There is not only value in diversity, but the cross fertilisation of experiences and ideas across geographies, and the ability to connect the diverse dots, has become one of our key strengths.
This interaction between all of us from diverse backgrounds, perspectives and experiences allows us to grow individually and collectively, as an institution, to bring value to our stakeholders.
As we continue to transform and evolve as we have done through the years, and aim for a new Temasek 2030, we will continue to work hard to bring in fresh talents, while we encourage our existing staff to grow and develop to their fullest potential.
We will continue to hire and develop our people, consistent with our MERITT values of Meritocracy, Excellence, Respect, Integrity, Teamwork and Trust. And even for those who leave us to take on other responsibilities outside Temasek, we hope they will carry with them the best of our Temasek DNA.
Social media involves people airing views different to ours: that’s their prerogative. However, all of us stand together as oneTemasek against views that seek to perpetrate division and disrupt the social cohesion that has taken many years for us to achieve here in Singapore.
Temasek’s irritating high-horse attitude apart, there is only one Singapore core – true blues sans PRs
A brewing online storm on ensuring more good jobs go to true-blue Singaporeans is quietly forcing Singaporeans and the government to declare their true feelings, if not their ultimate vision of what the country should be. It looks like both have quite different versions. In the end, what really matters may be what Singaporeans want – and not whatever policies that the government believe they have the right to ram down the throats of suffering true-blues.
At one level, take the huge ongoing ground surge of dislike or distrust for CECA (India-Singapore Comprehensive Economic Cooperation Agreement). Quite a number of Singaporeans believe it has harmed the job security of PMETS. Never mind what the government has been saying about the tight controls on the hiring practices of companies covered by CECA or on the self-revealed “strict watch” to ensure fair practices.
The Ministry of Manpower said it has placed 47 employers on the Fair Consideration Framework watch list for potentially discriminatory hiring practices. Among the 47 firms, 30 were in the financial services and professional services sectors.
Firms on the watch list will have their Employment Pass applications closely scrutinised, and those who are recalcitrant or uncooperative will have their work pass privileges cut back, The Straits Times reported.
On Aug 12, the Monetary Authority of Singapore also urged financial institutions to groom local leaders and grow their Singaporean talent pool. Soothing words indeed.
MAS said that financial institutions should continue to identify Singaporeans with high potential for leadership roles and expand the supply of talented locals.
And yet at the same time, Temasek, perhaps stung by social media reports and comments on the “large number” of Indians hired by the investment company, has gone on the offensive against what it called a “divisive, racist campaign” aimed at stirring up hatred and intolerance. The firm said it “has its roots in Singapore, where there is no place for xenophobia, racism, or hate speech”.
Employees of Standard Chartered and DBS Bank were also targeted in some of the social media posts.Well, obviously, human beings being human beings, there will be a certain degree of bigotry in the resentment expressed against the large number of same country foreigners in companies. But it is manageable, mainly because most Singaporeans see multi-racialism as part of their DNA. This will be even more embedded as the older monolingual non-English speaking more conservative older generation vanishes from the scene. Not a major or long-term problem at all.
No need for Temasek to be so overly sensitive. The more inappropriately high-horse and holier-than-thou attitude it adopts, the greater the anger it will get from true-blues who are already irritated at being told that they have no right to find out what the exact amount of their combined reserves is. And they may also be unhappy that this company charged with handling part of their national reserves has the audacity to lecture them on intolerance and the inability to see the big picture.The more important issues are: who should the government be protecting the most? What precisely is the Singapore core?
This should be blindingly clear. It is the job of the people put into power to protect the lives and livelihoods of people who have put them in power. Singapore belongs to Singaporeans – not to the temporary occupants of Istana or Parliament nor to anyone else who are here who are NOT citizens, whether permanent residents or foreigners.
The only true Singapore core is true-blue born and bred Singaporeans. No others. They have every right to have their interests placed at the top of every national policy, especially those affecting their jobs and their future.
It is a massive insult to lump Singaporeans together with PRs as “locals” and have that insensitively packaged as the Singapore core. The government may wish to sell that as “taking care of the Singapore core”. Singaporeans will not buy that absurd koyo.
PRs do not have to serve National Service. They also have countries to go back to. True-blues do not, their roots are here.
And please do not have Singaporeans cynically believe the “NS” in the just named NS Square in Marina Bay stands for “New Singaporeans” and not National Service.
Tan Bah Bah, consulting editor of TheIndependent.Sg, is a former senior leader writer with The Straits Times. He was also managing editor of a local magazine publishing company.
This struggle is real for many of us who’ve worked in #consulting or #banking in #singapore. It’s a sad day when citizens face discrimination for jobs in their own country.
When you have to hire a Singaporean to promote diversity. While we welcome diversity and foreign investments into Singapore, the scale has been tipped against locals for a while now.
In the last decade as a senior HR leader, I’ve had bosses who “strongly recommended” that I look at CVs of foreigners when I had already interviewed qualified locals for an open role.
I’ve been called out for insubordination when I insisted on building a Singapore core of PMETs within the company.
I’ve sat through Succession Planning panels where expatriate Directors openly say that “No Asian will lead in this place; it’ll be a disaster!”(P/S: I resigned from that job almost immediately leaving a large bonus behind)
And walked into meetings where business conversations are carried out in Hindi and I’m the only Singaporean in the room.
I have, and will continue, to hire qualified foreigners for roles in #singapore. All I ask is that employers give Singaporeans a fair chance by actively seeking, interviewing and fairly evaluating local candidates too. I hope this call is the start of redressing that imbalance.
Meanwhile.......
KNN here's another shit times article trying to make the Pay and Pay party look less culpable.
Trade agreements have not hurt Singaporeans' job prospects: DPM Heng
https://www.tnp.sg/news/singapore/trade-agreements-have-not-hurt-singaporeans-job-prospects-dpm-heng
FOREIGNER TEACHES OTHER EXPATS HOW TO BYPASS S’PORE JOB BANK REQUIREMENTS
Hardwarezone user tokiya posted on the Hardwarezone forum on how a foreigner is teaching other expats on how to by pass Singapore EP Job Bank requirements.
Employers are generally required to advertise a job position on Jobs Bank for 14 calendar days before they can apply for an Employment Pass (EP) with regards to the same position. But an expat managed to beat the system even though he did not possess a valid work pass.
He even proudly made mention of how he actually secured an offer after applying to a job ad seeking “locals only”. Now you should know why only a miserable handful of Singaporeans were hired through the Jobs Bank in 3 years.
https://singaporeuncensored.com/foreigner-teaches-other-expats-how-to-bypass-spore-job-bank-requirements/
Temasek – Our People, Philosophy and Policy
14 AUG 2020
What is Temasek about? It is about investing and building a better world, doing well, doing right, and doing good, not just for this, but also future generations.
The crux of this ambition is our people – their values, passions, capabilities, and their willingness to learn, lead and take on new ideas and responsibilities. This is how we shape Temasek, our reputation, and what we stand for. We do this for ourselves and our families, for our company, and ultimately for the larger community.
So how should we look at building our people and our team?
We have an open policy on building our team, regardless of the colour of our skin, or the colour of our passports.
At the Board level, we have outstanding individuals from around the world, giving us their time and sharing with us their expertise and experience as our Board members.
Among our workforce, our diversity spans 32 nationalities, across offices in 8 countries. Indeed, some of you may remember, we made an unsuccessful attempt to bring in a non Singaporean to be the CEO of Temasek some 10 years ago. The offer was made on the strength of what the Board believed he could have brought to the table, though he had to leave shortly after for other reasons. We continue to engage with him through these years, and indeed have had some co-investments together with him.
Temasek has its roots in Singapore, where there is no place for xenophobia, racism, or hate speech. The very birth of Singapore as an independent nation was founded in the ideals of meritocracy, regardless of race, language or religion. What matters most to us in Temasek, are the values, the integrity, and the character and capability of our people.
Some of our colleagues from India have been targeted recently on social media by a divisive, racist campaign. This makes us very angry at the false claims perpetuated.The Singaporeans among us are also ashamed at such hateful behaviour on the Singapore social media.
We stand by our colleagues who have been dragged into this through no fault of their own.
We know that the social media can be a force for good or bad. We believe there is a role for constructive debate and fact-based opinions in our society, even on contentious or sensitive topics, and even on social media.That should be balanced with civility and respect for others. There is no place whatsoever for racism to feature in these debates. Insidious posts designed to stir hatred and intolerance have no place in our society, and we denounce them.
We have referred these posts to Facebook as in clear breach of their own community guidelines on hate speech, and will continue to press them to be more active in stamping out such hate speech, wherever it occurs on their platforms.
In each of our offices, locals form the vast majority. This is no different in Singapore, where Singaporeans form the vast majority. This is only natural and practical.
Among our 600 strong staff at our headquarters in Singapore, 90% are Singapore Citizens or Permanent Residents (PRs). This is broadly the same among our senior leadership (Managing Directors and above).
Globally, our nationality mix is about 60% Singaporeans and 40% other nationals, which includes about 10% Singapore PRs. Other than Singaporeans, the top 5 nationalities are China (9%), USA (7%), India (6%), UK (3%) and Malaysia (3%). This mix will continue to change as we work towards opening more offices in Asia, Europe and elsewhere.
We encourage mobility as a way of developing our talent, both between functions and across geographies. We will continue to provide opportunities for our Singaporean colleagues to broaden their experiences and build their leadership capabilities globally, as we also do for our locally-engaged staff in our overseas offices by supporting relevant assignments for them to work in our Singapore headquarters or in our other offices.
As an active global investor, and a forward looking institution, it will be foolish of us not to tap on the global pool of talent. There is not only value in diversity, but the cross fertilisation of experiences and ideas across geographies, and the ability to connect the diverse dots, has become one of our key strengths.
This interaction between all of us from diverse backgrounds, perspectives and experiences allows us to grow individually and collectively, as an institution, to bring value to our stakeholders.
As we continue to transform and evolve as we have done through the years, and aim for a new Temasek 2030, we will continue to work hard to bring in fresh talents, while we encourage our existing staff to grow and develop to their fullest potential.
We will continue to hire and develop our people, consistent with our MERITT values of Meritocracy, Excellence, Respect, Integrity, Teamwork and Trust. And even for those who leave us to take on other responsibilities outside Temasek, we hope they will carry with them the best of our Temasek DNA.
Social media involves people airing views different to ours: that’s their prerogative. However, all of us stand together as oneTemasek against views that seek to perpetrate division and disrupt the social cohesion that has taken many years for us to achieve here in Singapore.
https://www.temasek.com.sg/en/news-and-views/news-room/statements/2020/Our-People-Philosophy-and-Policy
Welcome to 印度坡 !!!!!!
https://www.linkedin.com/posts/joannayeoh_47-employers-added-to-watchlist-for-suspected-activity-6696971404228861952-epn7/
This struggle is real for many of us who’ve worked in #consulting or #banking in #singapore. It’s a sad day when citizens face discrimination for jobs in their own country.
When you have to hire a Singaporean to promote diversity. While we welcome diversity and foreign investments into Singapore, the scale has been tipped against locals for a while now.
In the last decade as a senior HR leader, I’ve had bosses who “strongly recommended” that I look at CVs of foreigners when I had already interviewed qualified locals for an open role.
I’ve been called out for insubordination when I insisted on building a Singapore core of PMETs within the company.
I’ve sat through Succession Planning panels where expatriate Directors openly say that “No Asian will lead in this place; it’ll be a disaster!”(P/S: I resigned from that job almost immediately leaving a large bonus behind)
And walked into meetings where business conversations are carried out in Hindi and I’m the only Singaporean in the room.
I have, and will continue, to hire qualified foreigners for roles in #singapore. All I ask is that employers give Singaporeans a fair chance by actively seeking, interviewing and fairly evaluating local candidates too. I hope this call is the start of redressing that imbalance.
Looks like Lawrence Tan will get fixed soon.......
I ain't the least bit surprised if what he suggested turned out to be completely true.