The perfect fit

Singapore’s competitive economy, low tax rates, and English-speaking business environment have made the island a choice destination for foreign employees for many years. In 2008, the Swiss-based International Institute for Management Development ranked it as the best country to work in Asia.

The city-state is also fast gaining a reputation for being family-friendly. Expat Explorer 2009, an independent global survey commissioned by HSBC International, ranked Singapore as the second-best place in the world to raise a family, after Australia only. Its education system was ranked the best quality of all the countries studied.

With the economy quickly moving into recovery mode, international hiring has begun again, albeit cautiously. HR services provider Randstad has noted a clear upswing in the number of foreigners being employed and relocating to Singapore, particularly in the engineering, banking and finance, fast moving consumer goods and media industries. Recruiters told HRM there has been a marked increase in the number of executives coming in from Europe, especially the UK. Other popular sources for foreign talent include Australia and Singapore’s larger neighbours like India and China.

The process of relocation is a huge undertaking for everyone involved. Still, individuals often turn to their future employers and professional relocation service providers to make their transition a smooth one.

Pre-arrival support

Moving to a new country can be a daunting experience. Candidates normally draw up a list of expectations that need to be met before agreeing to a new international assignment – and it’s up to employers to ensure they meet these undeclared demands as much as possible.

Apart from salary packages and career advancement opportunities, other key considerations for foreign talent seeking to move to Singapore can include accommodation, schooling, child-care, as well as the banking and financial implications, especially if they have mortgage commitments offshore. Most recruiters and relocation service providers offer a suite of services to help employees and their companies deal with these challenges.

Pre-arrival support is certainly an important component of any move. International candidates securing a position through Robert Walters are linked up with specialist relocation agents ahead of time, ensuring they can hit the ground running when they actually arrive in country. The agents help to complete all of the nitty-gritty administrative tasks such as employment pass applications, travel arrangements, airport transfers and temporary accommodation.

Information technology and outsourcing group Tata Consultancy Services (TCS) has a dedicated Foreign Deportation Facilitation Unit (FDFU) that handles all matters related to employees relocating to an overseas office. The unit is an essential part of the organisation as some 70% of its 400 employees in Singapore are foreigners. The FDFU takes care of pre-arrival formalities like visa applications and insurance. New employees are also offered initial accommodation for up to two weeks at subsidised rates.

When it comes to executive-level staff and their families, access to quality education is a must. Tricia Lim, Director, Lotus Relocation Services says missing out on a place at the preferred schools can be a deal-breaker for some prospective assignees. Service providers such as Lotus help to set up in-person interviews between schools and parents, and then handle all of the paperwork.

But relocation services are also important at the other end of the corporate ladder. Just as executives receive pre-arrival services, semi and low-skilled workers also need some assistance with their relocations. TM Manpower provides in-house training and a localisation programme for potential Chinese candidates, before they are deployed to semiconductor plants in Singapore. Over a period of two weeks, they learn more about Singapore and the important safety features and procedures in their expected workplaces.

Settling in

Integration into the Singaporean way of life only truly begins when employees arrive in the country, and most employers have a host of initiatives to help them settle in quickly.

For TM Manpower, it’s important to get the basics right. According to its manager, Patrick Chan, that means things like helping employees work out their commute from home to their new workplace. Homesickness is to be expected, especially in the early days. So the company sources discount calling cards and computers to help employees stay in touch with loved ones back home.

To promote further assimilation, employees are also connected with other expatriates. “We helped a Filipino engineer to find Filipino friends here and attend a local mass at church,” Chan said.

Randstad connects its international recruits with networking information and support groups available. It also assists clients with cultural orientation through its partner training providers.

“Most foreign workers will tell you that moving to Singapore is relatively straight forward and quite easy in terms of getting set up,” Karin Clarke, Regional Director, Singapore and Malaysia, Randstad, says. “Most are able to achieve this within the first month of arriving.

“What is more challenging is understanding the cultural mix and style of doing business, but we help where we can.”

Meanwhile, TCS takes advantage of its own technology expertise to help foreign talents integrate into Singapore. It has developed an online portal, My Integration, to help new employees get accustomed to their work environment.

The portal offers quick access guides to help address frequently-asked-questions and first steps to take in settling in. The HR team keeps in touch with the new employee by phone and arranges a face-to-face meeting after that first month. Employees can also use the portal to provide feedback on the pre-arrival support received.

Of course, integration is also the part responsibility of existing employees. With more than 79 nationalities under its one roof, TCS organises regular cultural days. Sivakumar Sankar, Head, HR, TCS, says these events give foreign staff a chance to share their culture and food specialities with colleagues. He says such efforts help to build rapport and engagement within the firm. “They talk about how well they fit into a larger picture and how the organisation can adapt to get the best from them,” he said.