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#VoicesOf… Gabriel Tan: Emotional Intelligence in the Marketplace

gjc on September 12, 2023

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An ex-banker turn Consultant, Tan Gabriel, shares the importance of Emotional Intelligence (EI) and why it matters in a people-first industry.

Destiny Goh: Welcome back to episode six of #VoicesOf. My name is Destiny, and joining me today is consultant Gabriel Tan, whose portfolio is in banking and finance. Hi Gabriel, please tell us about yourself and what it’s like being in a recruitment industry today.

Gabriel Tan: Hi Destiny. For me, I used to work in a bank, and of course, with being in the bank, I get to communicate with lots and lots of people.

Gabriel Tan: So, since joining Good Job Creations as a recruitment consultant, I still get to fulfil what I love to do, which is to communicate and have conversations with clients or even with candidates. Because to me I think the way for me to my happiness is to communicate with people.

Destiny Goh: Oh, that’s great. So, could you tell me about your previous career working in a bank? How would you describe yourself and your working style? And ever since joining Good Job Creations and still handling a similar portfolio as before, were there any significant changes that you’ve noticed about yourself?

Gabriel Tan: I think the main difference while working in a bank and working over here in Good Job Creations, I think the most important thing to take note is the corporate life, the difference, because the bank is all about numbers, and the working style that you have to bring to the bank, you need to crunch numbers and really perform well.

Gabriel Tan: Over here, I realise in Good Job Creations, yes, there is still expectations to be met, but I think for my working style, I think more on improvements to work much more smarter in terms of waking up early. You know, people say, the early bird catches the worm. I know it’s a very old-fashioned way of saying things.

Gabriel Tan: I believe, you know, the working style is still always having conversations with candidates or even with clients because I love to always have a conversation with someone to find out about their life, not only just what they want in their career.

Destiny Goh: So as most of your initial interviews are done through phone calls, what aspects do you look for in a candidate other than the qualifications stated on their resume? And what are your opinions of soft skills and transferable skills?

Gabriel Tan: So, Destiny, to answer your first question, what do I look for in a candidate? I think the most important thing I always see in a candidate is whether can this candidate communicate with me properly. What do I mean by communicate properly?

Gabriel Tan: Given a scenario, let’s say today I call you Destiny. So I ask you a question and ask Destiny, what do you like to do?

Destiny Goh: I think at the top of my head right now I, can think is, I like to eat. But that’s not really appropriate to say in an interview.

Gabriel Tan: So, of course, then again, if let’s say you just said, mentioned, I like to eat.

Destiny Goh: Yeah.

Gabriel Tan: Then the conversation ends. Because, you know, there’s nothing that I can add upon or at least act upon to drive the conversation. If given in my scenario, what I’ll do is, you know, I’ll maybe share with you destiny. Oh, I love to eat. I like to go down to McDonald’s to have a burger. And my favourite burger is cheeseburger. So, this allows communication threads. When you leave threads for people, this is how you actually can latch upon these threads and engage them.

Gabriel Tan: So, Destiny, if you feel that you like cheeseburgers, and then that is where you can communicate with someone and tell them, “Hey, my favourite is also cheeseburger. I love the pickles a lot”. Yeah, this is something that I feel is very important in a candidate when you even bring it towards the interview selection as well.

Destiny Goh: So, and your opinions of soft skills? What do you think about them? Is it applicable to jobs? How does it come into play, especially transferable skills, from one job to another?

Gabriel Tan: A lot of interviewers or hiring managers, they not only want someone to, of course, do their job, but to also think on the spot, or put you in a tough situation.

Gabriel Tan: So sometimes when I share with my candidates, let’s say, for example, given a scenario, what I do is, if a hiring manager offers you not the job, but another job within the role, how would you, if I throw this question back to you, how would you react? Would you want to take up the other job or the current job that you’re interviewing for?

Destiny Goh: I think for me, I’ll be quite taken aback, to be really honest, but I think I would take the initiative to ask the hiring manager. What does this other job entail? And what can I potentially bring to the table, and how can I use my skill sets?

Destiny Goh: And why does the hiring manager think I’m more suitable for this role?

Gabriel Tan: So, just to bring back to the example, when I hire for relationship managers, and of course, if the hiring manager does ask this question, the candidate has to be put on the spot, but you see the problem is you cannot say no, yet, if you say yes, it’s wrong.

Gabriel Tan: Why? Because they are looking for someone who is only interested in this role and no other role. So, if you give it a scenario. Because as relationship managers, you realise you can never say no to a client in a certain way. But you need to know how to answer it politically right. So, of course, what I share with my candidates is always to tell them to thank them for the offer.

Gabriel Tan: And of course, say that maybe after I do well in my current role, which I applied for as a relationship manager, in the next two to three years, then I can actually explore this different role. So, what I’m doing is I’m not rejecting you, yet at the same time, I’m motivated to do this current role.

Destiny Goh: I think that’s a very good perspective from what you’ve shared earlier.

Destiny Goh: So, having been an experienced relationship manager yourself, can you share with us what being a relationship manager in the banking and finance industry was like? And what are some crucial skills we can adopt into our respective careers?

Gabriel Tan: So, you know, Destiny, what I do as a relationship manager is to manage people’s wealth and, of course, try to make sure that they hit their financial objectives in life, you know, be it to earn a million dollars in retirement by the age of 65 and things like that. But I think what I have learned as a financial advisor and relationship manager is about asking questions sparking curiosity with the client itself.

Gabriel Tan: Because once the client is curious about the product and then, you know, or at least curious about something, they want to actually find out more. So given the scenario, you know, Destiny, in a networking session, what would you do if, let’s say, for example, you know, you are supposed to network with someone? How would you introduce yourself?

Destiny Goh: I feel like I would go up to them and try to make a conversation about the other person instead. Because I realised if I were given the time to talk about myself, I probably would never put a full stop to it. But, in this previous podcast that I heard from Celeste Headlee, she spoke about how to talk and how to listen.

Destiny Goh: So, practising active listening is a good way to start where we actually don’t only listen for the sake of listening, but listen to understand. By active listening, I’m able to understand more from their perspective and also formulate questions that revolve around what they do and try to make the conversation about them and not steer the conversation away and make it all about me.

Gabriel Tan: Yes. That is what I would answer as well. Because you see, if I give you an example, if I come up to you in a networking session, I would say, “Hi Destiny, how are you”? Full stop. Whereas, what I can do to, you know, to add on to your point is to share something interesting about yourself.

Gabriel Tan: This allows communication threads to be created so that I can tap upon. I think that’s very important in terms of skill sets that you can potentially adopt. But at the same time, to tap on your point, listening is also very important. Good communication skills also come with a good hearing ear.

Gabriel Tan: So what I mean is to actually listen and listen to understand the person’s feelings. Because once you understand the person’s emotions and feelings, you are able to address his needs. And once you address his needs, the person is more susceptible to listening to you as well.

Destiny Goh: That’s a really great approach that you’ve just shared.

Gabriel Tan: Oh, there’s this famous video advertisement that I always remember at the top of my head, and most Singaporeans always listen, or at least have seen this interview. [00:09:00] It’s with Go90FM. This is where only listen to the good stuff. But of course, you pick up because why? This is where you learn where is his main concerns.

Gabriel Tan: And then, you really address the situation because sometimes, in a conversation, you need to pick up what is his pain point rather than all the fillers. Sometimes, that is, in a way, a deflection or a defence wall that they put up as well.

Destiny Goh: So, earlier this year, you won a Top Contributor award. Congratulations once again for exhibiting the core values of Good Job Creations. Teamwork, lighting up the environment, the working environment especially, and going out of your comfort zone to offer help to your colleagues. And effectively practising social awareness. So, what is your purpose in doing so? And what did you want to achieve out of doing all these things?

Gabriel Tan: For me personally, I think, of course, no one wants to work in a toxic environment. [00:10:00] Correct. Yes. So, of course, I think work harmony is something that I always strive to achieve because happy people mean happy results. So, when I first joined Good Job Creations, they shared with me one of their key cultures: fun and enjoyment, practising teamwork and work harmony.

Gabriel Tan: And I realised while helping others, it may seem, you know, to me, I always love to help someone. Yeah, of course. I’m not any Gandhi or something, you know, I always want to help everybody, but I think with good work environment will allow you to be much happier.

Gabriel Tan: Here’s a little secret: For the past eight years, Monday is my most dreadful day to come to work.

Destiny Goh: Monday blues.

Gabriel Tan: Yes, but you know, after joining Good Job Creations, Monday is my most exciting day to start. I always look forward to Mondays, so I realised this is something that, for me, it’s not out of my comfort zone. But it’s more of my way, as mentioned in you know earlier, that I love to drive conversations, I love to always engage with people. So maybe that is why I feel what I always want to achieve in a company is to have a good environment to work with well-minded people like me.

Destiny Goh: Earlier, you mentioned about why Monday is your favourite day. Could you like, elaborate further on why, you know, how is your Monday different than every other one?

Gabriel Tan: Well, because firstly, if you realise Monday, I always, you know, whether it be in the bank, this is where your numbers come out. And it’s the most dreadful day of Monday. I will have to face not only myself, if I don’t do well, then second of all, I have to face my managers.

Gabriel Tan: And that is something that I never liked. You know, whether I’m doing well or I’m not doing well is something that, you know, nobody likes to be faced with this kind of situation. And of course, I think even in Good Job Creations, yes, we, we also still face these kinds of numbers. But it’s very [00:12:00] different because for me like I mentioned, if the work harmony is there, there’s fun in the work. And I love to do what I’m doing, which is to speak with people, speak with candidates. I actually thoroughly enjoy myself here. So, I think that is the main difference compared to the past.

Destiny Goh: That’s amazing, actually. So the next question will be, here at Good Job Creations, being emotionally intelligent is constantly emphasised because we aim to always put people first. So how, what are your takes, and how do you interpret this particular skill, and how do you incorporate it into your daily tasks?

Gabriel Tan: So, I think the most important thing when we say we put people first, I think the best word to use is empathy.

Gabriel Tan: I think empathy is something that, of course, it’s not sympathy, yeah, it’s empathy. So, of course, when I speak to a certain candidate or any candidates along the line, I always want to find out from the candidate. How are they feeling? Why do they want to leave their job?

Gabriel Tan: Considering that they have been in the job for maybe, there’s been five to six years. What has made the decision for them to leave their job? Because once you understand how they feel, it is so much easier to match them with a job that can provide them that.

Destiny Goh: So because most of your interviews are done via phone calls, so it’s impossible for a recruiter like yourself to read, let’s say, eye contact or even body language. So the best way of ‘reading’ these people is to actually ask, to literally ask them how they’re feeling, instead of playing the guessing game with them?

Gabriel Tan: I think the number one thing I always try to do; I know it’s not easy, but we always try to establish trust with someone. And, how you establish trust with someone is to put them first instead of yourself. Because, you know, in recruitment, it’s still a sales number. I need to close for the client, but I think when we put our candidates first and understand their problems.

Gabriel Tan: It will be much easier for them to know what they want in life or at least a job that can really fulfil their needs. And if you always hear me, it’s always about someone’s needs that need to be fulfilled before we put them in a role itself.

Destiny Goh: So, as a recruiter who has to deal with different people and their different personalities and even expectations, how can you adapt self-management strategies when faced with unexpected communication challenges to always ensure that it’s a pleasant experience for both parties, especially when you’re done when most of your interviews are done over a phone call?

Gabriel Tan: I think, firstly, thinking on the perspective of a candidate. For me… staying calm and composed is something that you need to always do—maintaining your composure when facing with unexpected challenges. You know, the number one thing I always do if I face a problem is to take a deep breath, three-second silence, before I answer.

Gabriel Tan: I think that is one strategy I always take. Be it dealing with people of all walks of life. Second of all is adapting your communication style. What I learned in my first ever job, before as a bank relationship manager, I was in a sales role, and I realised it’s all about mirroring someone’s style.

Gabriel Tan: Because once you know how to mirror someone’s style, you are on the same wavelength with the person. So, given a scenario, if you can sense that someone, this person is much more concise, he prefers short to one-word answers. I know, yes, of course, as mentioned in the previous conversation, it’s not to have that, but, at the same time, you need to reflect on what the person is doing, in order to, to feel that you’re on the same wavelength.

Destiny Goh: Have you ever encountered a person who was extremely rude over a phone call? Or perhaps not giving you the answers that you need because it’s quite difficult to proceed with this particular candidate if they do not give you enough information about their past experience, their skills, and so on and so forth.

Destiny Goh: So how, how do you manage? Because not many people can remember to count from one to three like you do. Personally, for me, I think I will need to step away from a bit of a conflict and then cool my head before I come back. So, how’s it for you?

Gabriel Tan: Okay, so I mean, I have definitely engaged difficult clients or difficult customers in the bank as well. So, for me, the number one thing is always first, like I mentioned to you, keep calm and composed on your end, because we can get easily triggered by this kind of situation for most people. But second of all is to always mention it to them in a very professional tone or even in a much more lighter tone.

Gabriel Tan: Because if you fight fire with fire, you only get fire. Okay. So for me, as much as, of course, you must learn how to manage his expectations and tell him that, you know, if he doesn’t like, for example, he doesn’t share things, then it is actually very difficult for us to bring to the hiring manager, unless, he mentioned he’s uncomfortable with sharing with us, but then that comes to another can of worms because that means there was no trust that was built between you and the candidate itself.

Gabriel Tan: So, I think, of course, there will always be one out of a hundred people that will, you know, react to this kind of situation. But the most important thing I always realise is as long as we do not get triggered, we keep calm and composed and, of course, manage his expectations.

Gabriel Tan: I think we should not shortchange someone just because maybe that day he was having a bad day. And that’s why he’s reacting that way.

Destiny Goh: Alright, yeah. So, last question. What’s one piece of advice you’d give to someone struggling to navigate challenging situations? With someone whose emotional state is slightly different than theirs?

Gabriel Tan: This is something I feel, of course, not everyone does it. It’s actually to validate their emotions. What I mean by validating their emotions is to acknowledge and understand, even if I don’t share the same feelings with that person. So, try to always understand what they’re going through.

Gabriel Tan: But I realised that validation can help diffuse tension. And once tension is down, that is when the person is more open to listening from your own perspective, because you realise that, that means you’re actually allowing them to agree with them to a certain extent, even though if you don’t.

Destiny Goh: Alright, so what about this? If the person still rejects to see things through your approach, then how else will you diffuse the situation?

Gabriel Tan: I think, for me, it’s always to remain 100 percent first professional, even though, of course, people have certain perspectives that they would like to put in front.

Gabriel Tan: I believe the individual also has his own perspective as well. So, the most important thing is if we can’t achieve what we want to do, sometimes we need to learn how to step away from the situation and acknowledge that maybe this is a foregone matter altogether.

Gabriel Tan: You know, the saying of you can’t change a leopard’s spots—same thing.

Destiny Goh: Thank you very much for your sharing, Gabriel. I really appreciate it. And I also hope the audience will have huge key takeaways from this piece of interview with you, to hopefully apply it in their careers as well.

Destiny Goh: So, thank you for your time, Gabriel.

Gabriel Tan: Thank you, Destiny.

Podcast written and edited by Destiny Goh
Marketing Communications Executive

#Voicesof…Elaine Lim: Redefining Sales & Managing People

gjc on August 8, 2023

Despite a thriving decade-long career at the bank, Elaine Lim made a bold career switch into Recruitment with a passion for helping people find meaning in their jobs. Seventeen years later, now in a Managerial post handling three different portfolios, she’s still actively impacting the lives of those she encounters.

1. Why did you leave your career in Banking (non-sales role) for recruitment (sales role)? For context, some people have formulated negative impressions of salespeople: they’re only focused on closing a sale regardless of the method. As a sales-experienced individual, how can you help them see a recruiter differently?

When I left Banking to join the Recruitment industry, I thought the role was about helping people find jobs, without knowing it was a sales job—to say it took me by surprise was an understatement. However, salespeople are viewed negatively because they’re perceived as aggressive and pushy, trying to sell products or services people don’t need or want. Some might even resort to unethical means, even if it involves stretching the truth or outright lying about a product or service, further fuelling ill perceptions towards them.

Recruitment revolves around more than just sales. What’s crucial here is to understand the needs of our clients and candidates, whether it is finding the ‘right’ talent that potentially aligns with what clients are looking for and jobs for candidates they can find meaning and growth in. Being authentic in all my conversations with both parties builds trust and fosters respect that results in lasting connections. The goal of making a sale should ultimately be a transformation you create in the buyer’s life.

"The goal of making a sale should ultimately be a transformation you create in the buyer's life

2. Can you elaborate on ‘finding the right talent that potentially aligns with what clients are looking for’? What is this significance, and does it give people better lives and opportunities?

Every company that desires growth has a vision, mission, and goals. Our role as recruiters is to find talents willing to align with a company’s directions and values and those who desire to contribute to the company’s success and expansion. But this can only be done when talents understand what is expected of them; knowing and understanding makes it easier to contribute through their skills and experience with the right mindset.

Recruitment is essential as it ensures a proper fit; it contributes to societal well-being and economic growth by creating job opportunities and enhancing people’s lives.  Recruiters are driven by the impact of their role in shaping individuals’ careers and companies’ success, making recruitment a rewarding profession.

3. How do you manage your client relationships and team members over the phone and face-to-face to provide exceptional recruitment service?

I take pride in effectively communicating and facilitating productive interactions between my team, clients, and candidates. My role involves connecting with clients and candidates and keeping them updated on the progress of recruitment or interview. Understanding the needs of each stakeholder and fostering positive relationships for each required me to build a strong foundation through mutual understanding, showing interest and responding appropriately without unnecessary jargon or lengthy explanations.

I cannot stress how important it is to harness and build on people skills; it has helped me positively interact with stakeholders, promote more robust relationships, and significantly improve its dynamics. People skills involve interpersonal and social aspects, cultural and emotional intelligence; respecting and understanding that we all have differences in character and values and seeing and doing things differently, but ultimately honouring every relationship that comes my way.

4. Statements like ‘people are now pickier with the kind of work they do now’ seem to be louder since the pandemic, especially when more people are about work-life balance, and some prefer to work remotely. What are your thoughts on this?

The pandemic has indefinitely rewired the traditional work model, and working remotely is time, energy, and even cost-saving. It allowed people to structure their day-to-day life, be more productive and supposedly enjoy a better work-life balance, but such an arrangement has drawbacks.

Some might encounter more considerable interruptions: missing lunch hours, never-ending work piles and meeting calls, and longer hours of working compared to office hours. The lack of discipline could also result in poor time management and efficacy. Personally, I prefer to work in the office as it provides a better environment for face-to-face communication, collaboration, and overall productivity and efficiency, whereas working remotely lacks the personal touch most of us need as colleagues. Of course, this can’t be the same for all; some might find it a blessing, and some might think otherwise.

5. As the manager handling three portfolios, how do you approach and manage your team’s key performance indicators (KPI), target achievements and mentorship?

Firstly, to manage my teams’ KPI and target achievements, I set clear expectations and directions that make sure we’re always on the same page. Throughout my leadership journey, I emphasise and prioritise essentially on open communication—communicating what’s expected and required of my team gets them one step closer to their goals. Next, I encourage my team to manage their time effectively by completing important and urgent tasks to make time for productive work.

I firmly believe in leading by example by demonstrating to my team how to resolve an issue and making helpful suggestions to cultivate confidence and independence within everyone while also listening to their needs and concerns. This creates trust, respect, and accountability within our team.

Close-up of diverse hands holding each other in unity, symbolizing teamwork and leadership

Photo by krakenimages on Unsplash

6. What traits should people learn and adapt to keep up with the evolving cultural and business landscape?

The constantly evolving culture and business landscape is a cry for continuous self-improvement and professional development. Technological changes, globalisation, societal norms, and market dynamics should be enough to drive people to stay curious and be updated with the times.

I want to stress how important it is to nurture the ability and willingness to adapt and demonstrate flexibility in learning new processes, knowledge, and skills, use tools and resources and improvise methodologies to keep up with these changes. Take every opportunity to share and exchange ideas, insights, and knowledge; collaborate and build on relationships that spur and encourage continuous growth.

7. As a recruiting expert, what is your definition of a ‘top talent’, and what strategies and methods do you utilise to attract and identify them?

Recognising top talent during a candidate search involves assessing a combination of factors. This includes candidates’ skills and experiences, the presentation and content of their resumes, and their personality traits. Talents as such are identified through their interview performance, problem-solving abilities, cultural fit within the company, commitment to ongoing learning and potential for leadership. However, the emphasis on each factor varies depending on the specific role and organisation.

Some of my strategies and methods to attract talent includes (but are not limited to):

  1. Building a strong employer branding strategy helps to create awareness and stand out from the competition.
  2. Employee referral program that allows employees/candidates to refer their friends or connections and at the same time be rewarded. This motivates them to refer qualified candidates.
  3. Using social media platforms to attract talent and crafting targeted job posts.
  4. Sharing about the benefits or perks of companies: unlimited GP consultation, shorter core working hours, culture, and team environment; elaborate on the opportunity for career growth, progression, and incentives.

Interview by Destiny Goh

Marketing Communications Executive

#Voicesof… Liu San Li: An Ex-Private Banker & Investment Specialist’ Perspective

gjc on July 4, 2023

Previously a banker of 10 years, San Li has held positions such as a private banker, investment advisor and stockbroker at Coutts, Citibank, DBS and more. He left banking in 2005 and pursued a career as a specialist recruiter for the Banking and Finance sector. Having direct banking and recruitment experiences allowed him to see and analyse both worlds from a vantage point of view.

Recently in March 2023, he joined Good Job Creations as the Banking and Finance Team Lead.

1. Your colleagues have known you to be passionate about your job, and every career has ups and downs. What keeps you going, especially in the face of challenges?

I was fortunate to have turned my passion into my career. At a young age, my relatives exposed me to topics and discussions about the financial market and stocks— I was intrigued and curious about its complexity. I joined the Banking and Finance industry in my early 20’s, stayed for about ten years, ventured into the recruitment industry, and still took on the Banking and Finance portfolio, and the rest is history.

Even the best careers have ups and downs; I understand that the Banking and Finance industry is ever-changing, yet it still piques my interest. I make it a point to stay on track and keep myself updated with the latest trends, educating myself with new knowledge and information about the industry. My passion is the foundation of why I love doing what I’m doing, but I’ve also invested a consistent effort and time, it makes what I do worthwhile, and it’s been a rewarding learning journey for me.

 2. If someone decides to do a mid-career switch into Banking and Finance, with its stringent acceptance rate, is it possible? Some may argue that they have transferable skillsets as their advantage. 

It is possible, but it’s extremely rare; let me explain. The Banking and Finance industry requires candidates to have had a certain level of exposure in the sector. It is also the most regulated sector in Singapore by Monetary Authority Singapore (MAS). Most key players in the industry find it challenging to train an individual from scratch if the individual doesn’t have the required hard skills. They need plug-and-play candidates with at least 70% Banking and Finance knowledge and hands-on experience.

However, for individuals already in financial institutions such as insurance and securities firms, there’s a slight chance that banks might consider them. Although some might argue that skillsets are transferable, the skills all banks require are hard skills such as head knowledge, hands-on experience, and technical skills.

I can’t guarantee you’ll like the loophole I’m about to give but look at the interviews that feature some of the biggest, most successful bankers. Most of them rose from humble beginnings, whether it was a sales role, admin, etc. They all made their way up through years of hard work, which they all claimed was worth it. So, if you do desire a mid-career switch, you must be willing to start from ground zero.

3.What trends and changes in the Banking and Finance industry should professionals be aware of?What can they do to prevent it?

Professionals should be aware of changes such as Fintech (financial technology), Robo platforms and Artificial Intelligence. Times are changing. With the introduction of highly advanced tech and equipment, what once required the hands of many is replaced with automation. Before Covid-19, the banks were bustling with people who worked at the front desks and booths, and two years later, you realise there’s an increase of more advanced technology; plenty of banking services are now automated.

I advise joining the game because these machines will still require human expertise to improve their technology. Pick up Fintech, Robo and AI and learn to evolve with them, get certified. There’s new knowledge to be learned every day, but don’t be left behind thinking you know everything just because you got certified by a piece of paper.

“There’s new knowledge to be learned every day, but don’t be left behind thinking you know everything just because you got certified by a piece of paper.”

 4.As an experienced recruiter, what’s the procedure like for fresh graduates and what’s your advice for those seeking a career in Banking and Finance?

Fresh graduates looking to do so can apply for the Management Associate programs launched by most banks. The new graduates hired are groomed to specialise in a specific area. In the first two years, they will be rotated around the departments, learning about the specialisations of each and getting a ‘taste’ of what each role entails. And after two years, these candidates will be evaluated on their suitability and interest, and from there, they will get a clearer picture of what they will pursue.

My advice is simple: constantly develop yourself, whether it’s your character, knowledge tank, or even your skillset and make sure you’re progressing as you go. Build a strong network with your peers, colleagues, managers, and bosses and get to know them. If you genuinely desire a fulfilling career, you’ve got to grow as you go. Don’t assume you know it all, be humble and teachable.

 5.Why did you leave your career in Banking and Finance, and what have you learned after you made a career switch into the recruitment industry?

There was a time when I thought my banking career couldn’t provide me with the organic growth I wanted, and I’m not implying I was right about my perspective then. Nevertheless, I have grown tremendously in the recruitment industry and don’t regret switching careers.

Since joining recruitment, I’ve developed a strong network of professionals from junior to C-level in the Banking and Finance sector. This sparked the development of deep knowledge with my analytical capability beyond private wealth management, such as corporate banking, investment banking, private equity and asset management. I’ve also developed a knowledge of the intertwined dynamics and relationships among all the sub-sectors mentioned above.

6.What are the three most crucial soft skills a Banking and Finance professional should harness? 

The first soft skill to adopt is effectively managing your internal stakeholders, from juniors to seniors; this skill helps you communicate and listen effectively to understand the needs and concerns of your team, creates room for mentoring, coaching and builds trust to ensure the result is a job well done.

Next, cultural intelligence and acceptance. It’s essential to learn and respect the culture of others; it breaks the habit of stereotyping when you try to observe their mannerisms, patterns, and how they react to a situation and be flexible around it. Remember this, what we consider normal might be alien to others.

Effective communication is critical, it means being clear and concise and making your intentions known. Avoid beating around the bush or expect people to read your thoughts. By doing so, you can avoid unnecessary conflicts and misunderstandings, increase teamwork and productivity among members.

Glass jar filled with coins and a small plant sprouting from the top, symbolizing financial growth and investment.

Photo by Towfiqu on Unsplash

7.Why is it so important to be financially literate, and how can we learn more about it?

It’s essential to know the basics of managing your finances, apportion how much funds you’ll need from short, mid, and long-term, and setting aside a portion for emergency funds.

With such knowledge, you’ll understand the risk and return of investments better, and you’d be able to discern the motives of bankers and advisors, whether they have your best interest at heart or are merely pushing products that make you fork out money unnecessarily.

Learn from friends who work in the financial and investment advisory field or acquainted professionals. I recommend Stock Investing & Stock Market Research to learn more about investments and then supplement it with Motley Fool’s competitors.

As for financial planning, I would recommend the Singaporean website Money Sense, as I feel its information isn’t attuned to the agenda of product selling, then, I would supplement it with advice from other financial institutions.

Do exercise discernment on every piece of information you receive or absorb.

Interview by Destiny Goh

Marketing Communications Executive

#Voicesof.. Joshua Woo: Leading With Passion

gjc on June 1, 2023

My name is Joshua, General Manager for Oriental Aviation International & Good Job Creations Staffing Team. Presently, I oversee four teams across GJC and OAI. I joined this company in 2018 as a Team Leader. I make it my daily priority to maintain good communication with our stakeholders, building new relationships and garnering new ones.

1.How would you describe your leadership style, and why have you chosen it as such?

I will describe my style as leading through serving others; this creates a culture built on trust, transparency, an unselfish mindset, and fostering leadership within my team.

2.You are known to be a very passionate leader, but only a few know the reason behind that passion. Can you describe what motivates you and why?

I always strive and thrive to serve our colleagues, clients and candidates better. The 3 ‘C’s have always stuck with me since I started my recruitment career. I’m constantly motivated by my colleagues’ feedback when they let me know they feel happy and satisfied with our work environment and being in a culture that not only attracts but retains its talent; I’m also motivated by our client satisfaction with our services and the solutions we offer—where candidates are given a better livelihood that improves their living standards.

3.What industry trends impact your role as a manager, and how do you get your team to be on the same page?

One of the industry trends is working from home, which was first implemented when Covid-19 broke out. However, our line of work requires us to be present when we meet prospective and existing candidates, some of our staff have on-site client and face-to-face meetings within and across the teams, and some members work long hours. Hence, we have introduced flexible working hours that allow our team members to recharge before another day of work.

I have witnessed working in the office and having flexible timing has dramatically increased our productivity and promoted a healthy work-life balance culture.

Inspirational quote overlaid on justice scales symbolizing leadership, passion, and fairness in decision-making

4.Have you ever had to execute a project with a small budget or a need for more resources? Can you share with us how did you manage it?

This brings me back to 2 April 2018, when I first heard these words from our Managing Director (MD), Kimiya Shibazaki, “Justice without force is powerless; force without justice is oppression. Never stop growing, and never stop believing in our possibilities.”

The biggest project was to create a Staffing Team that same year. We had zero clients, candidates, and colleagues; we didn’t have a single recruitment tool or technology to help us with our process. This seemed like an impossible project; nevertheless, we were determined to make it work.

I made good use of my existing tools to keep track of all my candidate and client base and made endless cold calls from leads I generated from newspapers and online job portals. I wrote countless emails to prospective clients to introduce our services and the solutions we offered and leverage the Permanent Staffing Team’s existing clientele base. I also participated in plenty of HR events. I participated in networking sessions to grow our contacts and reconnect with past clients that previously engaged me.

With those encouraging words spoken by our MD, through grit and determination, we continued building everything from the ground up, from setting the rules and regulations to recruiting members to join our team. We then moved on to implementing a payroll system. We hired individuals with an entrepreneurial mindset, willing to take risks and exhibit humility in all aspects. Through this, we created a culture that adhered to the statement ‘All for One, One for All.’

Today, I am happy to share that we have over 20 dedicated consultants and 800 contractors under our payroll.

5.Employees often seek to be mentored by inspiring leaders. Describe how they were performing initially and what they are doing now.

Two years ago, I noticed a member had performed exceptionally well in her role. Early last year, the management was planning an expansion project, and we needed all the support we could garner. Hence, after taking note of the spirit of excellence this individual has exhibited, I decided to mentor her to smoothen the transition into her role of supporting the business project. Today, she is happily contributing to the team working on payroll.

I’ve always made it a point to mentor and share my experience with members regardless of their title or position, and in return, I learned so much from them. The newly joined consultants I mentored years ago are now Team Leads of their respective teams.

6.What goals have you set for your team this new financial year, and how do they align with your company’s core goals?

Things run differently in the recruitment industry, and some of our goals are sales driven. Some internal goals that were set were identifying and promoting the generation of our current members and hiring more fresh graduates that majored in HR consulting to join the staffing and recruitment industry team to unearth different portfolios of our business. In this process, we are determined to raise experienced leaders in our industry to continue the legacy—of providing jobs for people and improving their quality of life.

“We are determined to raise experienced leaders in our industry to continue the legacy—of providing jobs for people and improving their quality of life.”

7.If there is one advice you’d give to your younger self, what would it be and why?

In the earlier years, I behaved selfishly, had unrealistic expectations and was even stubborn sometimes. All those actions resulted in me making some rash decisions and having unnecessary confrontations in the early days of my career.

Some advice I would give my younger self is to exercise more patience, take time out to think things through before I speak and act, and practice putting myself in the shoes of others. By doing so, I could have avoided those mistakes.

Interview by Destiny Goh

Marketing Communications Executive

#Voicesof… Ayumu Matsuki: An Effective Leaders’ Guide

gjc on May 4, 2023

My name is Ayumu, and I joined this company three years ago as a fresh graduate. I’m currently a Business Development Team Lead handling the Manufacturing portfolio. I am responsible for client handling and making sure my team performs to their utmost excellence. I have been with the company for three years, and I hope my insights and experience on the job will help you see things from a new perspective.

1.What strategies will you implement as a newly appointed Team Leader to build a cohesive and productive team?

It’s crucial to remind the team members to set individual goals and goals to be achieved as a team. I encourage open discussions between team members to let them know I’m always ready to listen and help.

Being transparent with them about our performance and letting them know where we stand is essential too. With that information made known, it’s easier for us to work together to achieve a unified, clear goal.

2.What tools and resources do you use to make your work more effective?

I have been using these three tools and resources to help me produce great work and productivity.

a. Journal: I keep a journal where I write down everything, from thoughts, ideas, and emotions into it. Daily self-reflection helps me be aware and intentional: to improve in areas I’ve not done so well and to celebrate little victories of that day.

b. E-hailing services: I acknowledge I am not a morning person and value my sleep more than anything, and being stuck in traffic is not a good start to anyone’s I used Grab or Gojek to minimise the hassle of travelling so that I can concentrate on myself without being bothered by others and have a moment of silence before I start a long day.

c. Miro: This is a fantastic tool I use daily to help me sort out information using flowcharts to improve my daily workflow and formulate my mid to long-term planning.

3.How do you plan to track the productivity of your team members? And what will you do to support them if they underperform?

Being engaged and involved in their tasks is something significant to me. I prefer to be kept in a loop to know what is being done daily, but I trust my team enough not to micromanage them. It’s essential to give them feedback on what they have done well and to let them know the areas they lack that can be improved.

When a team member underperforms, I will set aside time with them and have them discuss things with me. Understanding the challenges and difficulties (the root cause) is vital, and we can both develop a solution that improves the situation.

4.Give us an example of a skill you have acquired on the job and which areas of work it has been helpful in.

As time went by, I picked up people skills after working with so many individuals. I learned the importance of teamwork and getting everyone involved, making each other feel important.

As a Business Development personnel two years ago, I wanted to do everything on my own—from finding my clients to candidates and having to follow up with either of them took a tow on me. Hence, working together has also improved my communication skills and emotional intelligence.

5.What advice, lessons or insights have you gotten earlier in your career that has guided or inspired you?

My mentor constantly reminded me of the value of staying humble. This is especially important in a work setting. Our company’s average age group is relatively younger than other companies, and promotions are often handed out to people with excellent qualities and performance.

Often, some people think it’s okay to be arrogant just because they are handed out a new title and elevated to a new position. They think it’s solely due to their hard work and begin to treat others differently. Learn as much as you can from others with a good attitude.

‘The key to growing is to stay humble, regardless of your position.’

6.What would you like to impart to those who aspire to follow the same path as you did?

Results come first. In our industry, it’s somewhat competitive due to respective sales targets. We all know that hard work and perseverance are necessary, but the outcome is your results. If you want to advance the corporate ladder, you must be able to show and prove what you can do and do it well. Wherever you are, whatever designation you’re in, it’s essential to keep track of your progress and account for it. Based on my experience, many people demand a promotion or benefits before showing they can contribute to the entity or even their team first.

Next, being able to garner the support of others would help you advance further. Often, achieving something significant is done through the support of others. The ones that believe in you will naturally encourage and journey with you.

7.What are your preferred methods of communication with your team members to ensure all of you are on the same page?

I prefer the utilise tools that increase productivity and efficiency. At the office, all our communications are done via Microsoft Teams; it’s also where every individual can get the latest updates, reply to chats, schedule and attend meetings and use various productivity tools on the platform.

I do my best to share all the information within our group chat to allow them to grasp the rough idea of my plan first, and then it will be followed by a short face-to-face chat to ensure we’re all on the same page.

Interview by Destiny Goh

Marketing Communications Executive

#Voicesof… Kimiya Shibazaki: Going Above & Beyond

gjc on April 4, 2023

1. Can you describe your typical week on the job?

In a typical work week, I attend about 15-20 internal meetings back and forth between two companies under my leadership and Will Group Japan. On top of that, I also have regular meetings with our external parties consisting of vendors, suppliers and clients. Next are approval matters such as payments and hirings, report preparations for Will Group Asia Pacific (this group oversees Will Group Japan’s overseas operations), the occasional mid-term business planning and setting aside time to catch up with my colleagues regularly.

Aside from the heavy work schedule, I made it a point to plan my exercise sessions at the beginning of each week. Sports are great stress relievers, but it also helps keep my mind sharp throughout the day. This is one of my many small efforts to maintain a work-life balance.

2. Only a few individuals have the ability and capacity to lead two companies at once, and you are one of them. Give us an example of one of the many challenges you face managing them, from maintaining corporate culture to strategising business directions, and what you did to overcome it.

One of my many challenges is managing three different business emails, three TEAMS accounts (our designated communication channel), three calendars, and shared files between OAI, GJC and Will Group. I use both application and web versions for most tasks as I check multiple accounts.

Communication with colleagues regarding different matters is another challenge. But I make it a point to engage in multiple levels of communication within the workplace to set an example of our culture and openly share our company’s direction with all members. I believe a relationship between corporate culture and communication will be solidified when there’s a good communication network within the workplace.

I would also like to acknowledge my fellow committed General Managers: Gabriel, Joshua and Terence. Over time, I’ve developed a sense of trust in them to lead each business unit, steering our members in the right direction with our unique culture.

3. In your opinion, what do you think makes up a good leader and why?

Hands-on skills, knowledge, speed, and proactiveness make up a good leader. A leader should also know what the ground situation is like, as his ultimate task lies in decision-making. When equipped with sufficient information, their decision-making would be fast and accurate in every way possible.

To put things into perspective, a good leader must possess hands-on skills to make swift decisions. If you aren’t proactive in ensuring you have full knowledge of what’s happening on the ground, your choices will likely be impractical and have an adverse effect. The trust of others diminishes in a leader if they can’t present practical and feasible solutions.

4. What values do you hold firmly, and how does that affect how you carry yourself in and outside work?

One value I firmly hold is to ‘always strive to be above average, no matter what.’

This value has been engraved in me, and it always pushes me to work harder when I’m surrounded by people of calibre­­­, whether in or outside of work. It also factors into everything I do in and for my career, my role as a son, husband and father to my two children, and even my hobbies and sports.

There’s an unspoken beauty about consistently investing your best efforts into what you care about and what is important to you. You reap what you sow.

‘Always strive to be above average, no matter what.’

5. As the leader of both firms, there are difficult decisions for the company’s good, but you know that the outcome can’t please everyone. So, how do you deal with criticism?

This takes me a quick trip down memory lane when I first took up the leadership role in 2014 as an Assistant Manager at GJC. Perhaps I was too soft-hearted and hesitated to give direct or harsh feedback to my members. But I was persistent in bringing up the morale through my hard work and having meals with my fellow colleagues to get to know all of them better.

However, there came a time when some of my members could not perform, and the criticism fell back on me. Harsh comments were spoken, such as myself being unsupportive; some even went as far as to claim that I was showing favouritism to certain members and that I was not doing much at work.

As a leader, I clearly understand that my role is to expand the OAI & GJC business capacity and possibility while ensuring its operations’ stability. Every decision I made aimed toward that particular goal. To make it happen, I’ve always been ready to make painful decisions, bearing in mind that I can’t always please everybody, but as long as it’s for the company’s good.

On the other hand, as an experienced recruiter and in business development, I know that ‘answers are always on the ground‘; in other words, to every problem, there’s a solution, and you must look for it. In a way, constructive criticism taught me to reflect on areas I can improve, thus enabling me to be and do better.

6. What was one of the most challenging moments you’ve experienced throughout your career? Was there a breakthrough moment?

I remember a time in my career all too well, and I think it’s a story worth re-telling. Three years ago, when Covid-19 was rampant across the globe, I was assigned to take over OAI as the Managing Director. The economy’s stability was not looking great; truthfully, it was a nightmare for every working individual, especially those who ran businesses. I knew there was much to be done and absolutely no time to lose to keep the company afloat at a time like this. I needed to get to work immediately.

My immediate action was to list all the problems and challenges that would take place, and some were already happening. One by one, we worked as a team to tackle every single one for a year. Throughout that arduous journey, I worked with some of the most persevering, receptive and flexible colleagues. They all played a role in keeping the company’s operations running seamlessly. When I look back at it, yes, it was one of the most challenging moments in my career, but it was also a season I will always cherish.

To wrap things up, I believe there’s still much work to be done during my tenure as Managing Director for GJC and OAI. There are still areas in my leadership I want to improve, plenty of business ideas to be explored, and growth and development to be continued­. After all, the path to long-term success is an endless journey.

My advice is to make every challenge and defeat a learning curve, to acknowledge but not succumb to them. Make it a point to improve at what you do every day, learn and sharpen a skill, accumulate knowledge and practice; perseverance and consistency is your best friend.

In all you do, never give up and strive to be above average, no matter the cost.

Interview by Destiny Goh

Marketing Communications Executive

6 Tips For Smarter Negotiation Of Salary & Fair Compensation

gjc on March 20, 2023

The complexities of the Singapore job market today should never intimidate you from negotiating a fair salary and compensation. Anyone who contributes valuable work that increases a business’s revenue should be fairly compensated and it can be done through careful evaluation of the company you choose to be in and understanding who you’re dealing with. Be flexible with the terms offered, negotiate requests with justifiable reasons and work for the rewards you desire.

Here’s what everyone knows but chooses to ignore: the modus operandi for each business differs and they don’t all play by the same rules. Some have constraints in areas that aren’t revealed to the public, and some are seemingly more generous than others. Though distinct, they work to compensate their employees the best way they know how. But there’s a different breed of people who want more than what’s offered and will take a different route than others through smart negotiation. 

There’s a difference between negotiating to get the things that you want and the things that you deserve. Complexity creates opportunities for the shrewd whose skilful negotiations seep through the cracks of the terms and conditions of an employment contract for they shall reap the benefits that come with it. 

1. You don’t get two shots at first impressions.

You don’t get a second chance at first impressions. It matters because that’s how the hiring committee will see you from here and now. If they like what they hear and see, they will fight for you. Henceforth, whatever approach you take from here determines your leverage between the prospective hirers and yourself. Carry yourself with humility and confidence as you negotiate to seek common ground in an offer you disagree with. Negotiate, not demand, lest make you sound arrogant and entitled. You can avoid such negotiations by practising with experienced colleagues in return for constructive feedback. 

2. Be intentional, not play hard to get.

There’s no hard and fast rule against having multiple job offers and simultaneous interviews, after all, you’re looking for the one that best fits you. It’s best to make your intentions known from the beginning because no interviewer wants to break their backs negotiating with the higher-ups just to get what you asked only to receive a “Sorry, I’m not interested.” Refrain from rubbing it in their faces though you may have multiple offers under your belt. Initially, it may seem like leverage but overdoing it might send them a message that they might not get you and might retract the offer altogether. If you are interested, make it known. State what sort of benefits or conditions you can agree on, enough to forgo the other offers you have. 

3. It’s not always about you.

Everything about you might look and feel good but it doesn’t dictate that they’ll give you what you want. Consider this: every company has budget constraints that are non-negotiable, but tactful negotiators take note that though one component is inflexible, they begin searching for ones that are, through a little probing. As you understand the other party’s constraints, you will be able to propose options that work to solve the problem between you and your prospective employer. 

4. Ask anything, everything, all at once.

Most times in the midst of negotiating a fair offer, having tunnel vision when it comes to getting what you want puts you at disadvantage. You’re better off thinking thoughtfully about everything you want before an offer is finalised. Remember this: prior to stating any request during the negotiation stage, list out things that you require and state the relative importance of each to you. Set aside time to list them all at once instead of coming up with new ones every time changes have been made. This not only robs someone of their giving but turns off those who seek to be understanding of you. The ones making the offer don’t have time to figure out what you want and probably will pick the ones that are pretty easy to give you. You’ll end up with an offer that’s no better than the initial. 

5. Think beyond the money.

Never allow money to cloud your judgement, especially in any decision-making. Think of the job prospects—what it offers, the room for growth and development, job flexibility, location and work hours, perks, and certification courses that upskill and increase your market value. Consider not only what but when you want to be rewarded. Perhaps the beginning of your career journey might seem less than glamorous but working strategically towards it gives you the leverage to reap the exquisite rewards later. Think ahead and beyond as you map out your career course.

6. Calculated Persistency with Consistency.

Nothing’s ever set in stone. What’s non-negotiable today may be negotiable tomorrow; give it time. Direction changes and constraints loosen—learn to wait it out. Suppose you suggest to your bosses that it’s time for a pay raise, considering the amount of time you’ve been with them and the kind of tasks you take on. Bear in mind that a decision as such means the answer is never immediate, sometimes, it’s an irrefutable ‘no‘. Have the patience to put off hasty judgement before making any rash decisions. Prove to your bosses why you deserve what you requested. Be bold to revisit the conversation that was left unresolved, because some time down the road, the person may be able to do something they couldn’t do before. But beware of incessant persistency that puts off the decision-maker, you want the scales to tip in your favour, not the opposite. 

Written & Illustrated by Destiny Goh
Marketing Communications Executive

So Good They Can’t Ignore You— Craftsmen Journey To Great Careers

gjc on February 24, 2023

“Without continual growth and progress, such words as improvement, achievement, and success have no meaning.” – Benjamin Franklin. What sets the highly successful and the mediocre ones apart are their mindset and what they do with their time. Take a dive into the mind of a craftsman–the ones who work strive to be so good, they can’t be ignored. 

To follow your passion to do the things you love is risky, if not foolish advice. Passion culture has taken the world by storm today, encouraging people to stop and think about what they truly want and to just go for it–courage they call it, that ultimately sets them up for failure. 

This also means dropping everything they’ve worked (so hard) for just to pursue a career based on a whim of emotions and short-term desire, hoping that the ideal career will soothe some itch, yet failing to realise success is not served on a silver platter. 

Let me put it this way: There is no dream job waiting for you; rather, it starts with you. There is no better depiction than the life of a craftsman. What they do, is spend their entire lives not only creating but perfecting their crafts. These people are? some of the harshest critics of their work because the end goal is clear to them: To produce crafts that will wow people. 

Like any working adult, the idea is to get a job well done. However, there’s a different breed of people–the high achievers–ones with dreams and goals to soar above and beyond. They not only recognise but understand that it’s more than just ‘staying passionate’. To put it bluntly, when passion dies, demotivation follows.

In the absence of ‘career capital’, their yearning for control will never be reached until they gain that leverage.

Channel that Passion into Craftsmanship

How to build passion through growth, value, and effort

One of the defining traits between good and great is thefocus on craft rather than the pursuit of passion, which Cal Newport stated in his book, So Good They Can’t Ignore You.  Though the difference in both seems menial, the differences in how each mindset functions conclude otherwise. 

The passion mindset makes you feel entitled about what your work can or should offer you–it makes you hyperconscious of what you dislike about it, thus causing you to nitpick at everything. 

Ambiguous questions like “Am I meant to be here?” or “Is this what I’m meant to do?” will eventually surface, causing inner battles that lead to dissatisfaction and confusion.

In contrast, the craftsman mindset offers clarity, meaning that there’s a goal to be achieved and they work tirelessly at it. They prioritise and recognise what matters and what doesn’t. They are acutely aware that building a skill requires long-term learning and practice, and by doing so, theyaccumulate career capital and add value to the table. 

Becoming A Craftsman, or rather, a Shi-fu

Building career capital through skill development

The 10,000-hour rule was introduced in Outliers, brilliantly written by Malcolm Gladwell. Here’s what he wrote:

The idea that excellence at performing a complex task requires a critical minimum level of practice surfaces again and again in studies of expertise. In fact, researchers have settled on what they believe is the magic number for true expertise: ten thousand hours.

Gladwell’s statement proved that great accomplishment is not about natural talent, but being in the right place at the right time. To add to this astute excerpt, what type of work you have been doing throughout this period holds just as much weight. 

By taking on the role of a craftsman, you are to dedicate yourself to deliberately practicing again and again until you develop muscle memory that results in excellence. The idea is to not settle for mediocrity or what is considered acceptable. Complacency will destroy everything that you’ve worked so hard for. 

Career Capitalists Who Set Out To Conquer

Path to a great career built on skills, effort, and career capital

Newport summarises this: Traits that define great work are rare and valuable; supply and demand 101 say if you want these traits, you need rare and valuable skills to offer in return.

Great work occurs when your creativity sets out to push boundaries; great work creates impacts that change the lives of others; it’s where you garner control of your work instead of having it control you–giving you leverage and autonomy.

For those who are still figuring out what to pursue wholly, start by assessing what career capital is valuable in the market, then work to gather a capital of valuable skills through relevant experiences that translate into valuable opportunities. 

Don’t sit around and wait for permission to do interesting work and absolutely do not be intimidated by the star-studded qualifications that others have but strive to work for them. 

Don’t settle for less. 

In any career you choose to be a part of, there are valuable things and people you can learn from, and skills of your own to contribute to it. Take the opportunity to shape, mould, sharpen, and hone your skills. 

The key is to force yourself through the work, force the skills to come and make that the centre of your focus. 

Reject shiny new pursuits even when things get rough; this distracts you from reaching your goal and slows down the momentum of the hard work you’ve invested in. 

Now that you have seen a different perspective on how you can build a career you love, you also see the importance of how being so good at what you do can catapult mediocrity toward excellence. Ultimately, the decision is yours to make. 

Written & Illustrated by Destiny Goh
Marketing Communications Executive

Announcement: Scam Alert!

gjc on November 2, 2022

Good Job Creations (GJC) is aware that people are being contacted with fake messages or job offers of employment from individuals and organisations claiming to represent GJC. GJC’s name and logo have been used on the documentation without authority. Fraud messages and emails may seem realistic and could be mistaken as the truth. If the message is suspicious or the job offer appears too good to be true, it is likely a scam. The tactics used by scammers are constantly evolving. We urge everyone to be cautious and stay vigilant!

What steps can I take to protect myself against scams?

  1. Singapore smartphone users can download ScamShield (https://www.scamshield.org.sg/), an anti-scam product developed by the National Crime Prevention Council and Open Government Products
  2. Do not respond to text messages and calls from unknown numbers
  3. Do not click on any external links from unknown contacts
  4. Never give away personal or financial information until you can confirm that individual’s identity
  5. Never transfer money to people you do not know or have not met
  6. Job offers will only be made after you have gone through an interview process
  7. Cross-check with our employee database on our website and the Singapore Ministry of Manpower (MOM) Employment Agencies Directory
  8. If you’re unsure about whether the job or user who reached out to you is legitimate, contact us directly by call (6258 8051) or email (enquiries@gjc.ppclander.com)

What should I do if I receive a suspicious email or message?

  1. File a report directly to the Singapore Police Force or ScamShield
  2. Inform GJC personnel by call (6258 8051) or email (enquiries@gjc.ppclander.com)

You may also read Good Job Creations’ data privacy statement here on how we handle personal data.

Importance of Open Conversations About Mental Health in The Workplace

gjc on April 28, 2021

Sometimes when we talk about health, we forget that it is not just about blood pressure, diabetes, cholesterol levels, and the likes. Mental health is equally important, but there is not enough awareness and open conversations surrounding the topic. Far too often, such discussions are considered sensitive or even taboo in some societies, and the traditional stigma is that it is often seen as abnormal. It is not an easy subject to talk about at home or work; therefore, we overlook individuals’ mental health issues.

Despite having plenty of treatments available, primarily due to fear of stigma, nearly two-thirds of affected people refuse to seek help from a professional.

The world is trying to increase the awareness of mental health, as, over the past two decades, suicide rates have risen, with the pandemic accelerating the already dire crisis. Abrupt changes to lifestyle, blurring of boundaries between private and professional life, society expectations, burnout from work, social isolation, and fear of financial security could result in employees’ increased tendency to experience depression and anxiety-related behaviours.

From an organisational perspective, not giving heed to employees’ mental health can be very costly. Many employers are still unaware of how widespread mental health problems are, even in the workplace. Others may be aware, but the common obstacle is that they do not know how to deal with such issues. The impact on employee’s mental health varies based on their working environment and occupational role.

Workplace culture plays a crucial role – there must be constant communication between employers and employees. Employers must also be able to recognise signs of employee burnout, such as:

  1. Withdrawing from other people
  2. Irregular eating patterns
  3. Irregular sleeping habits
  4. Inability to enjoy activities that previously seemed to be enjoyable
  5. Decreased work productivity, motivation level and focus
  6. Heightened physiological anxiety
  7. Difficulties in making decisions or finding solutions to problems
  8. Significant changes in mood, energy or eating habits
  9. Substance abuse

In the graph by WHO Health Workplace, we see how a cycle of positive employee well-being increases work productivity and benefits the business as a whole – imagine a brainstorming session with a team full of energy and inspiration.

There is a need for two-way symmetrical communication in the workplace. The aim is to educate on workplace well-being and mental health, provide knowledge on the issues, deal with burnout and anxiety, encourage and improve willingness and comfort to have open conversations about such topics. Avoid making assumptions and keep yourself updated with accurate information.

Companies should prioritise employee well-being, and the first step is to acknowledge it is crucial, and there is a need to create a safe space for employees to have open conversations. However, just acknowledgement is not enough. Actions are needed – have regular check-ins with employees in person or online, and hold meaningful conversations instead of surface questions.

Employers can loop in employees in preparing post-pandemic business plans, giving them a sense of control, help foster positivity, and reinforcing team cohesion. Employers should also provide clear and transparent information to employees to reduce the fear of the unknown.

Organisations need to cultivate a workplace with zero tolerance for discrimination to prevent stigma, protect employees and promote well-being in the workplace.

Written by Rose (Corporate Communications Lead)

Photo by Christina Morillo from Pexels