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Most CIOs in Singapore actively reducing the length of their hiring process

Nurdianah Md Nur | Aug. 14, 2017
Currently, it takes about 3.5 months to hire staff-level professionals and 4.5 months for management-level staff.

Woman with hire me sign
Credit: GraphicStock

Majority (97 percent) of CIOs in Singapore are actively taking steps to reduce the length of their hiring process, according Robert Half's independent research.

Currently, the average length of the hiring process for IT roles in Singapore is 3.5 months for staff-level professionals and 4.5 months for management-level staff.

According to the 75 CIOs and CTOs surveyed in July 2017, the top three factors that delay the recruitment process are the challenge of finding candidates with the right skills (40 percent), having too many interview rounds (37 percent), and having too many stakeholders involved (37 percent).

In particular, respondents found it difficult to find talents skilled in IT security (59 percent), business intelligence (36 percent), IT management (35 percent), and cloud technology (32 percent).

To reduce the length of their recruitment process, 43 percent of Singaporean CIOs have set up a pipeline of qualified candidates so they don't always have to restart the hiring process from scratch.

More than one in three (35 percent) have also improved their communication with candidates about the recruitment process in order to keep them engaged in the process, while 31 percent are conducting more initial interviews via phone or video conferencing to be able to create a shortlist of preferred candidates faster.

Meanwhile, 29 percent of the respondents are limiting the number of internal stakeholders involved.

Commenting on the findings, Matthieu Imbert-Bouchard, managing director at Robert Half Singapore said: "Operating within a highly competitive global region, it is understandable for Singaporean companies to invest a significant amount of time in the recruitment process to secure the best staff for their teams. Yet oftentimes it has the opposite effect and results in top talent becoming disinterested in a prolonged hiring process, and accepting a job offer with competing organisations."

"To avoid delays in the recruitment process, IT employers need to proactively address where the setbacks are coming from - and then actively address any issues. By doing this, companies can optimise their hiring process and increase their chances of securing their preferred candidate for the role. By being prepared, limiting the number of internal stakeholders as well as reducing the number of interview rounds, companies are in a prime position to recruit the best people for their teams," he added.

 

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