Employers in Singapore are being encouraged to shift hiring and promotion practices from focusing primarily on academic qualifications and previous job titles to adopting a "skills-first" approach. This shift is supported by a newly launched framework designed to help businesses better identify, develop, and utilize workers’ skills while expanding career opportunities for local talent.

The Skills-First Framework for Action was introduced on October 19 by the Institute for Adult Learning (IAL) at an event held at the Sands Expo and Convention Centre. The initiative, developed over two years in collaboration with the Skills and Workforce Development Agency, National Trades Union Congress, Singapore Business Federation, Singapore National Employers Federation, and Singapore University of Social Sciences, features 12 pilot programs aimed at transforming recruitment and talent development strategies.

Acting Minister for Manpower Jasmin Lau highlighted the limitations of traditional hiring practices, noting that focusing on past roles and educational credentials often reflects where a candidate has been, rather than their potential for future growth. Lau, who also serves as Senior Minister of State for Digital Development and Information, emphasized that rapidly evolving job requirements and the accelerated pace of change driven by artificial intelligence demand greater flexibility in workforce development.

The framework advocates for redesigning job roles and hiring criteria to align with necessary skills, encouraging workers to regularly assess their capabilities and career aspirations. To monitor the impact of these efforts, IAL plans to establish an observatory tasked with studying the adoption and effectiveness of skills-first approaches in the workplace.

This initiative builds on Singapore’s existing SkillsFuture movement, which aims to promote lifelong learning and skill acquisition among workers. In 2025, training participation among resident workers reached a record 54.8%. Gog Soon Joo, senior director at IAL’s Centre for Skills-First Practices, underscored the dual responsibility of individuals to take charge of their skills and employers to recognize and cultivate those skills.

Practical examples of the framework’s principles are already visible in the private sector. At HSC Pipeline Engineering, assistant project manager Nelson Lai progressed from administrative work to managing engineering teams despite lacking formal engineering qualifications. Lai credits his growth to his employer’s willingness to support his training, which included over a dozen courses related to his job. His case demonstrates how commitment and targeted skill development can open atypical career paths.

Shane Shi, managing director of HSC Pipeline Engineering, noted that hiring challenges in the construction industry have prompted the company to prioritize candidates’ attitudes and openness to learning rather than traditional credentials. Similarly, at mechanical and electrical contractor DLM, managing director Joseph Goh values practical skills and experience gained on the job over formal degrees, particularly for technical tasks requiring applied knowledge.

These industry perspectives reinforce the framework’s central message: skills can be acquired and refined, and prioritizing them in employment practices can better prepare workers and businesses for the evolving nature of work.