Existing staff are ageing within the next 5-10 years. Furthermore, their foreign talent has a higher turnover rate, leading to sustainability issues for the business.

To compound their issues, there is a lack of initiatives and action taken to understand employees’ needs to tackle the problem.

On top of that, the company is only using a single channel for recruitment process. The Hiring Manager conducted interviews without a structured and bias-free guideline available to assist the process, while younger talents left the company from a lack of career advancement opportunities and the organisation culture.

Human Capital Consulting

In order to understand employee needs, we conducted an employee engagement survey to measure employee satisfaction. Thereafter, we implemented improvement actions based on the findings. 

Aside from that, we looked into diversifying Tang Tuck Kim’s recruiting strategies. One example would be the enrolment into Workforce Singapore’s P-Max programme to better recruit, train, manage and retain their newly hired PMETs.

In addition, we assisted with the implementation of a structured interview process and techniques to align both parties’ expectations.

• Employee satisfaction rate increased to above 50%.

• Reduced average time to fill open positions to 1 month.