Singapore, like many countries worldwide, is facing a major tech talent crunch. With more companies going digital, the demand for IT professionals has soared — especially with the rise of remote work, increased startup funding, and rapid tech innovation.
But here’s the challenge: the demand far outpaces supply.
To compete, companies in Singapore need to level up their IT recruitment strategies. Whether you’re a startup or an established enterprise, here are 5 practical ways to attract and retain top tech talent.
1. Build a Strong Employer Brand
Before accepting an offer, most candidates Google you. Most job seekers will consider the employer’s reputation before they accept a job offer.
Employer branding goes beyond benefits such as free lunch. It focuses on aspects such as the culture in your business, what your brand stands for, and the message you intend to pass to the community you serve.
They want to know:
- What’s the company culture like?
- Is this a place where they can grow?
- Do current employees enjoy working there?
How to boost your employer brand:
✅ Create a compelling social media presence that reflects your culture
✅ Encourage employee advocacy — let your team share honest stories
✅ Be transparent, even about challenges (candidates respect authenticity)
✅ Highlight career development, mentorship, and meaningful work
Bonus: A strong brand also helps with referrals. Your current employees will be more likely to recommend friends — especially when they’re proud of where they work.
2. Prioritize the Candidate Experience
A poor recruitment experience can turn away great talent. The interactions a candidate has with your company or business during the recruitment process will influence their decision to work with you. Make sure your hiring process is clear, smooth, and respectful.
What great candidate experience looks like:
- Clear job descriptions with salary ranges, benefits, and values
- Provide a clear job description, including clear and accurate responsibilities, salary range, benefits, and your company’s values.
- A mobile-friendly, user-friendly application process
- Most job seekers will quit if your application process is hours long. Take time to test the application process.
- Fast response times (aim for within 3–5 business days)
- Respect the candidate’s time and respond as soon as possible.
- Transparent hiring steps and timelines
- Be transparent about the tech talent recruitment process. Let candidates know what they are up against. Include details of the time it takes for every recruitment step
- A positive, engaging interview process — not just Q&A, but a chance to experience your culture
- Improve your interview experience to increase the chances of candidates embracing the role you are interviewing for
- Constructive feedback for all candidates, even those not selected
- Instead of just telling the candidate that they failed to make the cut, offer constructive feedback about the steps they can take to improve their chances at future interviews
- Keep in touch with promising candidates for future openings
- Maintaining engagement with high-quality candidates reduces the stress the next time you have a position that needs filling.
Remember: 57% of job seekers lose interest if the hiring process drags on. Don’t ghost them!
3. Offer Competitive & Clear Rewards
Culture matters, but let’s be real — compensation still counts. Tech talent wants to know they’ll be fairly rewarded. Be upfront about:
- Salary range
- Health insurance
- Housing or commuting allowances
- Performance bonuses or equity
- Upskilling opportunities
Tip: Benchmark against market expectations and be ready to flex for the right candidate.
4. Partner with a Tech Recruitment Agency
Struggling to find qualified candidates on your own? You’re not alone.
Why a tech recruitment agency can help:
- Access to a wider network of qualified candidates
- Relying on a recruitment agency presents the job offer to a wider group from which you could find the right talent for your organization
- Expert screening to match you with the right talent
- They bring a wider perspective to the hiring process and could help your business weed out candidates not suited to the position.
- Independent recruiters ask the tough questions for you
- Recruiters are independent actors and more likely to ask direct and specific questions for candidates
- They understand industry trends and talent movement
- They understand industry trends, best practices, and are motivated to help these businesses
An experienced agency can help you move fast, reduce hiring risk, and improve your quality of hires.
BGC Group, for example, specializes in tech recruitment in Singapore and can help streamline your hiring process.
5. Focus on Candidate Potential, Not Just Paper
Don’t limit your hiring pool by only screening for prestigious degrees.
Some of the best tech hires don’t have traditional credentials — but they do have:
- Relevant certifications and portfolio projects
- The additional skills, certifications, projects, and achievements the candidate has had in their respective tech field focuses on the value the employee could bring to the company
- Self-taught skills and up-to-date tech knowledge
- Tech is a fast-evolving industry, so employees must keep updating their skills, and sometimes reskilling to remain competitive and valuable in their industry.
- Problem-solving ability and curiosity
- A growth mindset and eagerness to learn
- Instead of looking for a candidate who matches or your skills, experience, and education requirements, you may work with a less experienced candidate who has the passion, courage, and grit to improve themselves in the job
Hiring for potential is critical in a fast-changing industry like tech. Sometimes, it’s better to train a hungry, coachable candidate than hold out for a unicorn.
Final Thoughts: Smarter Tech Hiring Starts Now
The war for tech talent in Singapore isn’t slowing down. But with the right approach, you can stand out and hire smarter:
- Build a brand people want to work for
- Streamline your recruitment process
- Offer clear, competitive rewards
- Hire for value, not just resumes
- And don’t be afraid to get expert help
Need help hiring great tech talent?
Partner with BGC Group — your trusted tech recruitment agency in Singapore.
