7 Common Hiring Mistakes Singapore Companies Should Avoid

In Singapore’s tight labour market, misaligned hiring practices and common hiring mistakes can cost employers dearly at every stage, from the very first job ad to long-term retention. Nearly half of job applicants report discriminatory adverts, with age bias topping the list with 18.1% of applicants affected, and 2.6% of employees experiencing age-based unfair treatment at work.

Despite nationwide SkillsFuture and SGUnited initiatives, only 28,000 Singaporeans (just 1.3% of programme recipients) took up mid-career top-up support in 2024, signaling reluctance to hire career-switchers. Retention is equally fraught: 30% of employers struggle to keep staff once on board, while 49% of workers would quit roles lacking flexibility.

These figures highlight some of the common hiring mistakes and how to avoid them for stronger business outcomes. Below are the seven key pitfalls, each underpinned by local statistics.

Hiring Mistake #1: Discriminatory Job Advertisements

Many organisations inadvertently bar qualified candidates at the very first step. In 2023, 45.7% of job seekers who faced discrimination pointed to ads that “stated a preference for specific demographic characteristics without justification”, one of the most common hiring mistakes employers make.

How to Avoid It: Adhere to the Tripartite Guidelines on Fair Employment Practices. Ensure job requirements are based solely on qualifications, skills, knowledge, and experience relevant to the role. Avoid mentioning age, gender, race, or nationality unless legally mandated. Utilise TAFEP’s “3Cs” framework: Craft clear job requirements, Check for biased language, and Confront personal biases before posting. This is crucial if you're serious about avoiding hiring mistakes in your start-up or established company.

Hiring Mistake #2: Age Bias at Application and on the Job

Age discrimination remains the most reported issue: 18.1% of job seekers flagged it during their search, and 2.6% of employees experienced it at work in 2023. Unfair treatment often centered on assumptions about ability and career stage. These stats reflect hiring mistakes to avoid for a more inclusive workplace.

Hiring Mistake #3: Under-Utilising Mid-Career Talent

Although mid-career switchers are a focus of SkillsFuture and SGUnited schemes, uptake was low: just 28,000 individuals (1.3% of over 2.1 million programme participants) used the mid-career top-up in 2024. Employers who hesitate to hire this cohort miss out on experienced, adaptable talent.

Hiring Mistake #4: Low Awareness of Fair Hiring Requirements

Despite the Fair Consideration Framework (FCF) being central to work-pass applications, awareness is minimal: only 16% of firms reported familiarity with FCF guidelines in a 2024 Manpower Survey. Lack of awareness leads to non-compliance, which is another example of common hiring mistakes that can be costly.

Hiring Mistake #5: Neglecting Retention Planning

Filling vacancies is only half the equation. Retention is equally critical. In 2024, 67% of companies in Singapore experienced significant turnover, often due to a lack of career progression opportunities. This reflects hiring mistakes employers make when they don’t plan beyond the initial hire.

Hiring Mistake #6: Overlooking Flexible Work Expectations

Flexible arrangements are now table stakes. In a 2024 Randstad Workmonitor survey, 49% of Singapore workers said they would leave jobs that lack sufficient flexibility around hours or location. While 76% of employers offer hybrid work, many still default to rigid on-site mandates, misaligning with worker priorities. Companies that ignore this trend make common hiring mistakes that drive talent away.

Hiring Mistake #7: Ignoring Salary-Driven Turnover Risks

Competitive pay is non-negotiable. According to the latest British Chamber of Commerce Singapore survey, salary expectations emerged as the top reason employees left their roles in 2023, highlighting a shift toward “money meets me-first” mindsets, especially among younger staff.

Final Thoughts

By tackling these seven pitfalls head-on, employers can dramatically reduce missteps and strengthen their teams. If you’ve wondered, “What are the common hiring mistakes, and how do I avoid them?”, this guide provides a practical roadmap for success.

🚀 Need expert help to refine your hiring strategy? Wecruit partners with Singapore companies to streamline recruitment, enhance compliance, and secure top talent faster. Contact us today to find out how we can support your hiring goals.

FAQ

What is the most common hiring mistake in Singapore?

Discriminatory job ads are the most common, with nearly half of job seekers reporting bias, especially around age.

How can I make my job ads more inclusive?

Focus on skills and qualifications only. Avoid mentioning age, gender, race, or nationality unless legally required.

Why should I hire mid-career professionals?

They bring valuable experience and transferable skills, offering fresh perspectives and adaptability to new roles.

What is the Fair Consideration Framework (FCF)?

It’s a guideline ensuring local candidates are fairly considered before hiring foreigners, which is essential for work-pass compliance.

How can I improve employee retention?

Provide clear career growth opportunities, regular feedback, and invest in upskilling to keep employees engaged long-term.

Is flexible work really that important?

Yes, 49% of workers say they’d leave jobs without flexible options. Flexibility is now a top priority for talent.

How do I stay competitive with salaries?

Benchmark regularly, offer transparent pay discussions, and build attractive compensation packages that include perks and bonuses.