This report discusses the new application questions that help implement its existing guidelines on fair hiring practices for Singapore citizens and permanent residents.
As part of its increased scrutiny of employer hiring practices, Singapore’s Ministry of Manpower’s (MOM) has introduced new questions for all new Employment Pass (EP) applications.1 The changes were unannounced and come into effect immediately.
The new application questions signify that the MOM is taking further concrete steps to implement its existing guidelines on fair hiring practices and consideration for Singapore citizens and permanent residents.
Employers applying for an EP will need to provide additional information about their recruitment process to demonstrate that Singapore citizens and permanent residents have been considered fairly for job opportunities. This includes record-keeping of the recruitment process and applicants who respond to job vacancies.
Since the introduction of the Fair Consideration Framework,1 the Singapore government has set out its expectations of employers to help ensure that Singapore citizens and permanent residents are considered fairly for job opportunities. Requiring employers to advertise on the Jobs Bank is the cornerstone of the Framework’s efforts to establish fair employment practices by all employers.
Employers applying for an EP are now required to provide additional information in the application including:
a) Indicating the avenues used to search for candidates, for example, local job advertising websites, newspapers, trade publications, magazines, employment agencies, professional placement firms, personal networks of existing employees, company internal talent pool, or job portal.
b) Designating as Singapore citizens, permanent residents, or foreigners, applicants who applied, were interviewed, received an offer, or were hired. This breakdown is required regardless of whether the Jobs Bank or other recruitment methods or channels were used.
c) Disclosing how the foreign applicant was “sourced,” for example, through local or foreign job advertising websites, newspapers, trade publications, magazines, local or foreign employment agencies, or professional placement firms, through personal networks of existing local or foreign employees, firm's internal talent pool or job portal, etc.
Employers are not required to provide the above additional information for applications to renew an existing EP or to transfer an EP holder to a related company.
What Immediate Actions Do Employers Need to Take?
1 For related coverage, see the following issues of GMS Flash Alert: 2017-171 (21 November 2017) and 2016-068 (3 June 2016). Also, you may find further information in earlier issues of Immigration Alert (dated 2 October 2013 and 7 August 2015), respectively: “Singapore – Implementation of New Hiring and Employment Pass Application Rules Announced” and “Singapore – Hiring of Foreigners Gets Scrutiny, Better Opportunities for Singaporeans.” Immigration Alert is a publication of the KPMG International member firm in Singapore.
* Please note that the KPMG International member firm in the United States does not offer immigration services. However, KPMG Law LLP in Canada can assist clients with U.S. immigration matters.
The information contained in this newsletter was submitted by the KPMG International member firm in Singapore.
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