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27-10-2013, 01:50 AM
An honorable member of the Coffee Shop Has Just Posted the Following:
SG company gets away with discriminatory job ad (http://www.tremeritus.com/2013/10/26/sg-company-gets-away-with-discriminatory-job-ad/)
http://images.dmca.com/Badges/dmca_protected_sml_120n.png?ID=f11d7371-0ef1-483b-888a-04e8d2ba2e94
http://www.tremeritus.org/wp-content/themes/WP_010/images/PostDateIcon.png October 26th, 2013 | http://www.tremeritus.org/wp-content/themes/WP_010/images/PostAuthorIcon.png Author: Editorial (http://www.tremeritus.com/author/editorial/)
A reader has brought to TRE’s attention this advertisement [Link (http://ultimateasset.com/job-search/digital-account-director-team-lead-singapore)]:
http://www.tremeritus.org/wp-content/uploads/2013/10/ua.jpg
The company is specifically looking for a UK “talent” to fill the position of
Digital Account Director. It is offering an annual salary of S$120,000. The
position is based in Singapore.
The ad entices British “talents” to apply for the job by saying that “living
in Singapore provides a fantastic quality of life”. It highlights easily
accessible weekend trips to Thailand and Indonesia:
http://www.tremeritus.org/wp-content/uploads/2013/10/ua1-640x84.jpg
The interesting part about this job ad is that an unknown firm placed the ad
through a UK-based recruitment agency, Ultimate Asset. Ultimate Asset is a
boutique recruitment consultancy in the UK, located in London [Link (http://ultimateasset.com/contact-us)].
Since the foreign-based recruitment agency is beyond the legal jurisdiction
of Singapore, MOM and TAFEP cannot compel the agency to disclose which Singapore
company is doing it.
Very likely, the foreign recruitment agency will help the company filter out
and narrow down the UK applicants to a handful of candidates for interview. The
company can either send someone to the UK to interview the candidates or it can
interview them via teleconference. When a suitable candidate is found, the
company will simply apply for an Employment Pass (EP) for the Briton and fly him
here once the EP is approved. Everything is aboveboard, at least in legal terms.
Meanwhile, a Singaporean has been deprived of the opportunity to land this
job.
Even when the Fair Consideration Framework (FCF) is implemented on 1 August
2014, it appears this company can still get away with hiring UK “talents” only
whenever it wants to.
The new rules will require the company to advertise the job vacancy in the
Workforce Development Agency’s new job bank meant for Singaporeans for 14 days.
This gives the company an ID for the job ad. After 14 days, it will simply
ignore all Singaporean applications with the excuse that the applicants are
simply not “talented” enough. It will then proceed with hiring a British
“talent” in the manner described above. When applying for an EP for the Briton,
it will then use the ID in its application to “prove” it has already tried, but
unsuccessfully, to hire a Singaporean.
The only way to ferret out such abuses is when the company has a
disproportionately low level of Singaporean PMEs working there
as compared to its peers in the industry. But what if the whole industry is
discriminating against Singaporeans? In that sorry case, the company would not
register a disproportionately low level of Singaporean PMEs.
It is a mystery why this company is bent on recruiting a British person for
the job. Perhaps the company’s CEO is British and wants a fellow countryman to…
ahem… accompany him on weekend trips to Thailand and
Indonesia?
Related: Minister
Tan explains Fair Consideration Framework (http://www.tremeritus.com/2013/10/22/minister-tan-explains-fair-consideration-framework/)
Click here to view the whole thread at www.sammyboy.com (http://www.sammyboy.com/showthread.php?167045-Another-quot-SGs-Need-Not-Apply-quot-Job-Ad&goto=newpost).
SG company gets away with discriminatory job ad (http://www.tremeritus.com/2013/10/26/sg-company-gets-away-with-discriminatory-job-ad/)
http://images.dmca.com/Badges/dmca_protected_sml_120n.png?ID=f11d7371-0ef1-483b-888a-04e8d2ba2e94
http://www.tremeritus.org/wp-content/themes/WP_010/images/PostDateIcon.png October 26th, 2013 | http://www.tremeritus.org/wp-content/themes/WP_010/images/PostAuthorIcon.png Author: Editorial (http://www.tremeritus.com/author/editorial/)
A reader has brought to TRE’s attention this advertisement [Link (http://ultimateasset.com/job-search/digital-account-director-team-lead-singapore)]:
http://www.tremeritus.org/wp-content/uploads/2013/10/ua.jpg
The company is specifically looking for a UK “talent” to fill the position of
Digital Account Director. It is offering an annual salary of S$120,000. The
position is based in Singapore.
The ad entices British “talents” to apply for the job by saying that “living
in Singapore provides a fantastic quality of life”. It highlights easily
accessible weekend trips to Thailand and Indonesia:
http://www.tremeritus.org/wp-content/uploads/2013/10/ua1-640x84.jpg
The interesting part about this job ad is that an unknown firm placed the ad
through a UK-based recruitment agency, Ultimate Asset. Ultimate Asset is a
boutique recruitment consultancy in the UK, located in London [Link (http://ultimateasset.com/contact-us)].
Since the foreign-based recruitment agency is beyond the legal jurisdiction
of Singapore, MOM and TAFEP cannot compel the agency to disclose which Singapore
company is doing it.
Very likely, the foreign recruitment agency will help the company filter out
and narrow down the UK applicants to a handful of candidates for interview. The
company can either send someone to the UK to interview the candidates or it can
interview them via teleconference. When a suitable candidate is found, the
company will simply apply for an Employment Pass (EP) for the Briton and fly him
here once the EP is approved. Everything is aboveboard, at least in legal terms.
Meanwhile, a Singaporean has been deprived of the opportunity to land this
job.
Even when the Fair Consideration Framework (FCF) is implemented on 1 August
2014, it appears this company can still get away with hiring UK “talents” only
whenever it wants to.
The new rules will require the company to advertise the job vacancy in the
Workforce Development Agency’s new job bank meant for Singaporeans for 14 days.
This gives the company an ID for the job ad. After 14 days, it will simply
ignore all Singaporean applications with the excuse that the applicants are
simply not “talented” enough. It will then proceed with hiring a British
“talent” in the manner described above. When applying for an EP for the Briton,
it will then use the ID in its application to “prove” it has already tried, but
unsuccessfully, to hire a Singaporean.
The only way to ferret out such abuses is when the company has a
disproportionately low level of Singaporean PMEs working there
as compared to its peers in the industry. But what if the whole industry is
discriminating against Singaporeans? In that sorry case, the company would not
register a disproportionately low level of Singaporean PMEs.
It is a mystery why this company is bent on recruiting a British person for
the job. Perhaps the company’s CEO is British and wants a fellow countryman to…
ahem… accompany him on weekend trips to Thailand and
Indonesia?
Related: Minister
Tan explains Fair Consideration Framework (http://www.tremeritus.com/2013/10/22/minister-tan-explains-fair-consideration-framework/)
Click here to view the whole thread at www.sammyboy.com (http://www.sammyboy.com/showthread.php?167045-Another-quot-SGs-Need-Not-Apply-quot-Job-Ad&goto=newpost).