<TABLE border=0 cellSpacing=0 cellPadding=0 width="100%"><TBODY><TR>May 6, 2009
POOR HR PRACTICE
</TR><!-- headline one : start --><TR>Applicant-unfriendly S'pore
</TR><!-- headline one : end --><!-- show image if available --></TBODY></TABLE>
<!-- START OF : div id="storytext"--><!-- more than 4 paragraphs -->WRITING from the perspective of a job seeker, I have discovered a problem with the human resource departments of some organisations in Singapore.
After quitting my job in London and returning here, I was shocked that across the board, from top multinationals to
local businesses, applicants are hard- pressed to receive even an acknowledgment of receipt of their resumes.
In the case of one prominent Singapore government job, I got through the application and writing-test stages, but after an eight-hour assessment, I was rejected.
What shocked me was the rejection e-mail, which coldly stated: 'We are unable to provide feedback, so please do not contact us.'
How are people expected to learn from each unsuccessful application and interview if employers are reluctant to give feedback?
In foreign countries, during job applications that require multiple stages, applicants are encouraged to call for feedback even if they are successful.
This gives them an opportunity to work on their weaknesses and build on their strengths before the next stage.
Ultimately, by not having an open and transparent recruitment process, companies based in Singapore are often passing up on talented people who may not have the contacts to get their foot in the door.
When I called the human resource departments of various companies, I found that on the rare occasions I got through to an officer, I was just told to send in my resume. After doing the needful, I never even received an acknowledgment via e-mail. I have also found that when companies ask for more information about you, and you send it in, you never hear from them again.
Surely, I am worthy enough to at least be rejected? Being ignored is definitely worse.
This systemic problem in the way companies operate in Singapore begs young Singaporeans such as myself to ask: Why not go overseas to look for jobs?
In a top bank in London where I applied for a job, I was constantly in touch with a human resource officer who had personally given each candidate her direct line to 'call any time, just in case'.
We aim to make Singapore an international financial hub, yet are lacking in very simple procedures that even the smallest companies overseas adhere to - sourcing for and looking after talent. The frustration over the lack of response is sure to make many of the employees, who make our country vibrant and progressive, look elsewhere for jobs.
Ruchika Tulshyan (Ms)
POOR HR PRACTICE
</TR><!-- headline one : start --><TR>Applicant-unfriendly S'pore
</TR><!-- headline one : end --><!-- show image if available --></TBODY></TABLE>
<!-- START OF : div id="storytext"--><!-- more than 4 paragraphs -->WRITING from the perspective of a job seeker, I have discovered a problem with the human resource departments of some organisations in Singapore.
After quitting my job in London and returning here, I was shocked that across the board, from top multinationals to
local businesses, applicants are hard- pressed to receive even an acknowledgment of receipt of their resumes.
In the case of one prominent Singapore government job, I got through the application and writing-test stages, but after an eight-hour assessment, I was rejected.
What shocked me was the rejection e-mail, which coldly stated: 'We are unable to provide feedback, so please do not contact us.'
How are people expected to learn from each unsuccessful application and interview if employers are reluctant to give feedback?
In foreign countries, during job applications that require multiple stages, applicants are encouraged to call for feedback even if they are successful.
This gives them an opportunity to work on their weaknesses and build on their strengths before the next stage.
Ultimately, by not having an open and transparent recruitment process, companies based in Singapore are often passing up on talented people who may not have the contacts to get their foot in the door.
When I called the human resource departments of various companies, I found that on the rare occasions I got through to an officer, I was just told to send in my resume. After doing the needful, I never even received an acknowledgment via e-mail. I have also found that when companies ask for more information about you, and you send it in, you never hear from them again.
Surely, I am worthy enough to at least be rejected? Being ignored is definitely worse.
This systemic problem in the way companies operate in Singapore begs young Singaporeans such as myself to ask: Why not go overseas to look for jobs?
In a top bank in London where I applied for a job, I was constantly in touch with a human resource officer who had personally given each candidate her direct line to 'call any time, just in case'.
We aim to make Singapore an international financial hub, yet are lacking in very simple procedures that even the smallest companies overseas adhere to - sourcing for and looking after talent. The frustration over the lack of response is sure to make many of the employees, who make our country vibrant and progressive, look elsewhere for jobs.
Ruchika Tulshyan (Ms)
