In this series, manpower reporter Tay Hong Yi offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times’ HeadSTart newsletter.

Q: How can I benchmark my skills and wages against the market?

A: In Singapore, workers can see how their skills and salaries measure up to the market through several avenues, says Mr Nilay Khandelwal, managing director of recruitment firm Michael Page Singapore and Indonesia.

These include online resources such as salary comparison tools and job portals.

Annual salary reports from recruitment agencies, which provide detailed insights into different industries and roles, could also prove useful.

Another valuable method is networking by attending industry-specific events, joining professional associations, and engaging in conversations with peers and mentors, Mr Khandelwal adds.

Workers can also pursue professional qualifications or continuous learning programmes to get a handle on the level and types of skills employers deem valuable.

Mr Sachet Sethi, a senior manager with recruitment firm Robert Walters Singapore, says benchmarking is important for employees as it helps them know the cachet they possess in their specific field.

“Furthermore, it gives employees the chance to identify gaps – whether they need to learn new skills or develop certain areas to be more competitive,” he says.

It is not unheard of for workers to start sending out applications and attending interviews as a means of benchmarking themselves, even without intending to leave their current job.

Mr Khandelwal says that while it is useful in some cases, the practice is not always recommended in Singapore’s job market.

He adds: “While it can provide valuable insights into an individual’s market value and serve as practice for real job searches, it may also risk damaging one’s professional reputation if employers perceive them as not genuinely interested in the role.

“Furthermore, doing so can lead to ethical concerns about honesty and commitment.”

Instead, he advises workers to focus on informal networking to gather insights.

They can also request to meet industry peers from other companies to ask about where they stand without putting their name in the hat prematurely for a real job opening, he adds.

“This approach allows them to benchmark themselves without making premature commitments or creating misunderstandings with potential employers,” Mr Khandelwal notes.

Mr Sethi cautions that if a prospective employer figures out that an applicant is just testing the market, it may not consider the worker, or may even blacklist him for future opportunities.

Asked how someone can know if they are a top candidate, Mr Khandelwal says a top candidate in Singapore is typically recognised by the frequency and quality of unsolicited job offers, recruitment calls, or interest from industry peers and competitors.

He adds: “They might also be in demand if they possess niche skills, extensive experience, or have been recognised for their contributions in their field, such as through awards or industry accolades.

“Having this leverage allows these individuals to negotiate better salaries, benefits and flexible working arrangements.”

These candidates can also choose roles that align more closely with their personal and professional aspirations, Mr Khandelwal says.

“Additionally, being in demand often provides opportunities to take on leadership roles or be more selective about the projects they engage in.”

He also suggests that after benchmarking, workers should take note of any gaps between their current skills or compensation and the market standards.

He says: “They should remain open-minded about alternative roles or career paths that align with their skill set, especially in Singapore’s dynamic job market, where emerging industries and roles are continually evolving.

“Considering short-term professional contract roles can also be a strategic move.”

Contract roles provide flexibility, allow workers to gain experience in different sectors, and can serve as a bridge to more permanent opportunities while enhancing their marketability, he says.

Still, he notes that salary is not the only factor. Job satisfaction, growth opportunities and work-life balance are equally important.

He says: “Next steps should include setting clear career goals, identifying areas for skill enhancement, and perhaps seeking further education or certifications to close any gaps.

“Engaging with a mentor or career coach to develop a personalised career strategy could also be beneficial in navigating the next phase of one’s career.”

Have a question? Send it to askst@sph.com.sg