Hiring is hard, and even more so if you’re a small business owner. You want someone with the right qualifications and skills, but you also need this person to be the right cultural fit for your company, especially in a smaller organisation.
The challenge? You may not have sufficient time or resources to ensure that you’re hiring the best pick!
The good news is, programmes such as Career Trial by Workforce Singapore (WSG) enables a smoother recruitment process and comes with potential cost-savings benefits. Here’s how it works.
What is the Career Trial Programme?
Career Trial allows employers to assess a jobseeker’s fit through a short-term work trial before offering full-time employment paying at least $1,500/month for a full-time position, and $750/month for a part-time position or more, to a suitable Singaporean candidate.
This helps, especially when turnover is high.
The programme will take effect from 1 April 2018 to 31 March 2020. It has been expanded with effect from 15 May 2019 to include part-time jobs offered by employers.
How Does Career Trial Benefit Employers?
During the trial period, the salary of the jobseeker will be partially covered by the government. Employers receive 30% subsidy of their employee’s monthly salary for up to six months when they hire unemployed Singapore Citizens who have been actively job-seeking for six months or more.
This amount is capped at $5,400 per full-time hire and $2,700 for part-time hires.
Who Can You Hire For Career Trial?
According to WSG, they have to be Singapore Citizens (SCs) who have been actively seeking employment on a permanent basis prior to commencing Career Trial. They also have to be unemployed before commencing and during Career Trial.
In addition, they need to be least 16 year old and have completed full-time studies and National Service (if applicable).
Note that jobseekers who hold company shares or directorship in the host employer are not eligible for Career Trial. The same goes for jobseekers who have any financial interest with the host company, or who are immediate family members of the business owner(s) of the host company.
What Do Companies Need To Do Under Career Trial?
Employers will need to first come up with a Career Trial Activities Plan to be approved by WSG and NTUC’s Employment and Employability Institute (e2i) before accepting jobseekers and commencing the Career Trial. Host employers will need to provide a customised plan for each respective Career Trial position.
After approval, employers will have to submit a copy of the jobseeker’s details, including a copy of their CPF contribution statement for the last 12 months to WSG/e2i for acknowledgement of your intention to start the career trial activities with the suitable jobseeker prior to commencement of Career Trial.
You’ll also need to be actively hiring for jobs that pay at least $1,500 (for full-time) or $750 (for part-time). Following the completion of the Career Trial, you will need to offer employment to suitable job-seekers or permanent terms or on contract terms that are no less than one year.
Is There A Minimum And Maximum Training Duration Under Career Trial Programme?
The required trial duration for full-time positions is between 16 and 480 hours (3 months), and for part-time positions, between 16 and 240 hours (capped at 80 hours per month).
However, the training duration eligible for funding will be determined based on the Career Trial activities plan submitted by the host employers, and subjected to approval by WSG/ NTUC’s e2i.
Is It Compulsory To Offer Employment To Jobseekers After The Career Trial?
No, it isn’t compulsory to offer employment. If the jobseeker is suitable, employers should offer employment on permanent terms or on contract terms that are no less than a year (with fixed monthly salary and CPF contributions).
Employers are required to inform the jobseeker whether he or she is to be offered employment within five working days after completion of the Career Trial.
Can Probation Period Be Considered Under Career Trial?
No. Career Trial is to allow employers to assess a jobseeker’s fit prior to offering employment. There should be no employer-employee relationship (i.e. with a formal employment contract/letter) prior to and during the Career Trial.
What’s The Disbursement Schedule For Salary Support Under Career Trial Like?
They are disbursed in two tranches:
1st tranche: To claim for Salary Support for the first 3 months of employment, claims could
be made between the 4th and 6th month from the job commencement date (first 3 months
retention) of the new hire, together with the employee’s Retention Incentive form.
2nd tranche: To claim for Salary Support for the next 3 month of employment, claims could be made between the 7th and 9th month (next 3 months retention) from the job commencement date of the new hire, with the employee’s Retention Incentive form for Singapore Citizens who are eligible for the additional $1,000 Retention Incentive.
Employers can submit by logging in with their CorpPass to upload employee’s salary slips of at least 3 or 6 consecutive months and employee’s Retention Incentive Form corresponding to the claim period of the employee to claim for the 1st and 2nd tranche of the Salary Support.
Further verification such as submission of employee’s employment contract may be required.
Who Can Register As Host Employer Under Career Trial?
To be eligible as host employer, you must be legally registered or incorporated in Singapore, with a Unique Entity Number (UEN) registered with ACRA. This includes societies and non-profit organisations such as charities and voluntary welfare organisations.
Public organisations including Government, Organs of State, Ministries, Statutory Boards are not eligible for Career Trial.
Companies who are keen to participate in Career Trial can refer to the Career Trial website for details. You will be required to login using your CorpPass. You may also approach Careers Connect under WSG or NTUC’s e2i for assistance.
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