SINGAPORE, Jan 25 - The market has continued to improve since the third quarter of last year, with things looking a lot more promising forSingapore's job-seekers.

Human resource departments are looking to increase and nurture their talent pool for the upturn and doors are beginning to open, with job opportunities on the rise.


However, these doors are not wide open just yet and, while job opportunities are rising, they are not in abundance.



This means that qualified candidates will be competing more intensely for the same level role, particularly high-level roles which require extensive experience or specialist skill sets. So how do these candidates, both those new to the market and those unemployed for a long period of time, best prepare themselves to take advantage of this upswing and stay ahead of the competition?




Many candidates simply do not sell themselves well enough or do not know how to best look for these roles. In this case, there are some basic guidelines to follow.

1) Demonstrate flexibility and adaptability: This is important in an unpredictable environment and also indicates initiative and hunger for career development.

2) Research: You will need to carry out research on the organisation you are applying to. Know your target market; stay on top of industry knowledge, trends and information. Know how to market your skills, and make sure you tailor your covering letter to each position.

3) Network: Utilise the "hidden" job market to your advantage; keep in contact with past clients, colleagues and employers, and ask them to refer any opportunities to you.

4) Ensure your resume is up to date: Your resume is your marketing tool and the only reference point an employer has before an interview. Do not forget to include training and education that may have been completed since the last time the resume was reviewed.

5) Integrate social media: Organisations are increasingly using an employer branding strategy to attract potential candidates; frequently, this incorporates the use of social media. The amount of time a candidate should devote to social media depends on what the role type is, how the organisation is recruiting and the candidate himself. For instance, a financial controller will not find the same level of success using social media that a web designer or marketer will.

Some important factors for social media are:
-Do not post your whole life online.
- Set an information-sharing "comfort level".
- Keep it real; embellishments can be easy to spot.
- Keep updating and remain "active" online; attention is drawn to activity.
- Remember that social media is one component - not the single component - of a job search.

Managing expectations in the 'new' job market
Once candidates have secured a job, the competition will still remain hot. Employees should expect to have their performance continually measured and their value to the organisation to come under increased focus.

Reward and recognition in many organisations are likely to be restricted to only the top performers. This can be distressing for many employees, especially those who work hard yet do not receive additional remuneration. Candidates should bear in mind that most organisations are looking to long-term profitability and survival.

Many organisations may not be able to reward their staff monetarily but those that follow industry best-practice will find other ways to retain and engage their staff. This can include flexible working hours, training and development programmes and enhanced employee benefits.

Do not make the assumption that remuneration is the bottom line; weigh up each opportunity on its merits.



The writer is managing director (Asia Pacific) at Alexander Mann Solutions, a global recruitment and resourcing provider.