[SINGAPORE] Changi Airport Group (CAG) ranked as the most attractive company to work for in Singapore this year, based on a poll by employment services firm Randstad.
This marks the third time CAG has claimed the top spot in Randstad’s picks of best employers. The air travel hub was named as the most attractive company to work for in Singapore for the 2016 and 2018 editions of the Randstad Employer Brand Research report, which surveys workforce sentiments of employees and job seekers aged 18 to 64.
It was followed by Marina Bay Sands and Procter & Gamble, according to the annual study that polled 2,522 respondents based in Singapore.
Singapore’s largest bank DBS placed fourth; OCBC made its debut on the list in ninth position; and UOB ranked fourteenth.
US memory chipmaker Micron, Shopee parent Sea and InterContinental Hotels Group were new joiners to the list and were among Randstad’s picks for the 10 most attractive employers to work for. TikTok owner ByteDance and Resorts World Sentosa also ranked among the top 10.
IBM, Shell, Dyson, CapitaLand and ST Engineering were among Randstad’s picks for the 20 best companies to work for in Singapore.
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Across industries in Singapore, hospitality and recreation ranked as the most attractive sector to work in, with a brand attractiveness score of 59.2 points out of a maximum of 100.
The life sciences sector ranked second, while the services (securities, facilities and catering) industry claimed the third spot.
This was followed by consumer goods and retail, and banking and financial services.
Work-life balance tops across board
Work-life balance ranked as the top employee value proposition (EVP) driver for a third straight year with salary and benefits following close, the survey found.
This was a common thread across the board – Gen Z, millennial and Gen X workers all cited work-life balance as their most important EVP and salary and benefits as their second.
As workers hope to balance their functional and personal needs, work-life balance could become a “true differentiating factor between employers”, observed David Blasco, country director for Randstad Singapore.
“Competitive compensation alone is no longer sufficient, and organisations must now tailor their employer brand to not simply provide an acceptable employee experience, but resonate deeply with the talent they wish to attract and retain,” he added.
But while work-life balance, salary and benefits ranked high, only around half of the respondents rated these pillars positively when assessing their current employers.
In fact, the desire for improved work-life balance was a top push factor for leaving an employer. Low pay and rising costs of living was the second-most cited push factor, while the lack of career growth ranked third.
Interestingly, fewer employees planned to switch jobs in the first half of 2025 compared with the previous year, as 31 per cent said they planned to do so – down from 34 per cent for the first six months of 2024.
“As job seekers become increasingly aware, selective and vocal about their workplace expectations, it is more crucial than ever for companies to strengthen the employee experience through aligning on expectations like flexibility, career growth and equity,” Blasco noted.
Generational divide on job security, career progression
Older workers prioritise job security more than younger cohorts, the survey found.
Gen X employees rated job security as their third most important EVP driver, whereas millennials ranked it as fourth and Gen Zs, fifth.
Millennials and Gen Z workers also gave greater importance to career progression than their older counterparts, ranking it as their third most important priority.
Meanwhile, Gen X employees did not name career progression as one of their top five priorities at all. Instead, they placed more emphasis on compensation than their younger counterparts, the survey noted.
“Gen Z prioritised strong training and development opportunities, while Gen X looked for a financially healthy company,” Randstad observed.
The financial health of a company was ranked as the fourth most important priority for Gen X, but did not feature among the top five considerations of millennials and Gen Zs.
