There were quite a few interesting trends we spotted based on what resonate with our readers in 2025, based on the top 10 articles read on CareersCompass by MyCareersFuture in 2025.
Maurice Ng, Senior Career Coach at Workforce Singapore, shares his thoughts and wisdom for you to take along into 2026.
Ranking 10th, was an article about job-hunting after 50. Why did that matter to Singaporeans in 2025?
Maurice: This year’s economic and employment landscape faces unprecedented disruption and uncertainty, driven by global tariffs, trade policy changes and rapid technological advancement.
Coupled with Singapore’s ageing population, this presents particular challenges for job seekers in their 50s, who face additional headwinds like age bias, outdated skills, over-qualification, perceived inflexibility, higher cost, and health and culture fit concerns by hiring managers.
Ranking 9th, was an article on a Singaporean who did a career switch in his 60s. What was commendable about his story?
Maurice: His words of wisdom for those in their 60s to “open your mind to accept the new things, new technologies” say it all.
His journey demonstrates the powerful concept of never giving up, overcoming self-doubt and believing in yourself despite the challenges ahead. It shows the importance of having a growth mindset, embracing continuous learning, leveraging on career resources, engaging your network, and demonstrating adaptability, while shifting focus from age to value.
He eventually became a success story, a beacon of light and hope for senior workers.
Ranking 8th, was an article about why holding a part-time job is better than being unemployed. What’s your personal advice on that?
Maurice: Depending on personal circumstances, holding a part-time job certainly beats being unemployed.
It enhances a person’s job readiness by keeping them updated with technology, processes, functions, tools, practices, skills and work environment.
Shape your career future. Get guidance to grow your career long-term with MyCareersFuture.
Part-time employment helps maintain a person’s sense of identity, purpose, self-esteem whilst providing income, experience, and networking opportunities.
This makes transitioning to full-time job easier if desired.
Ranking 7th, was an article on jobs for mature workers in their 40s and 50s. Why do you think they really need to start looking at their career health, if they haven’t already?
Maurice: Just like people in their 40s and 50s who are tending to their physical health, it’s equally important to pay attention to career health matters.
At this life stage, individuals often have significant financial commitments such as mortgages, children’s education, elderly parent care, making career stability crucial.
Yet this is also when career vulnerabilities can emerge if left unaddressed.
Workers in their 40s and 50s typically have another 15 to 20 years in the workforce, and that warrants strategic planning.
This means assessing current skills regularly, planning next steps proactively, keeping up with what’s happening on the employment landscape, initiating career conversations, being proactive in career planning and investing in skills development for sustainable career growth and employability.
Instead of reacting only when things go wrong, taking active steps to identify skill gaps and career opportunities keeps their careers strong and healthy.
Workers in their 40s and 50s still have so much to offer. They bring deep experience, institutional knowledge, leadership capabilities and professional networks that are invaluable.
The key is ensuring these strengths remain relevant and marketable.
Individuals can tap on Workforce Singapore’s Polaris Programme to embark on career planning.
Ranking 6th, was an article on the career path and remuneration for nurses in Singapore. What is your suggestion for those who are keen on making a career switch into the nursing industry?
Maurice: If you’re aspiring to make a meaningful impact on people’s lives, the nursing profession is made for you!
Many who have transitioned into nursing have discovered a profound sense of fulfilment in serving others in the care economy, caring for lives rather than customers.
Do consider the Career Conversion Programme (CCP) for Nursing, where candidates are trained, certified and prepared for the role, from theory and simulation sessions to clinical practice and patient-centred care.
Ranking 5th, was an article on companies with family-friendly policies. What’s your advice on how parents can juggle career and caregiving in a sustainable way?
Maurice: Juggling career and caregiving requires intentional planning and boundary-setting. Start by establishing clear priorities and communicating openly with your employer about your needs.
Create structured routines that work for your family, and don’t hesitate to ask for help from your support network, whether that’s family, friends, or professional childcare services.
Look for employers who genuinely support work-life balance through flexible working arrangements, remote work options, shared parental leave, and childcare support.
Consider whether hybrid working, flexible hours, or job-sharing might suit your circumstances better than traditional full-time arrangements.
Remember that sustainability means being realistic about what you can manage without burning out.
It’s perfectly acceptable to adjust your career trajectory temporarily to accommodate caregiving responsibilities — this doesn’t mean compromising your long-term goals, but rather, finding a pace that works for your current situation.
Ranking 4th, was an article on jobs for senior workers. What is your advice on upskilling and reskilling for those in this demographic?
Maurice: Staying open and adaptable. Embrace continuous learning by developing new skills. These are key to ensuring senior workers have the right abilities and positive mindset to adjust to new trends and requirements, helping them stay active, engaged and employable.
Start by identifying which of your existing skills remain valuable and which areas need updating. Keeping skills relevant in a changing economy disrupted by technology helps counter age bias in employment. It also leverages senior workers’ wealth of experiences and transferable skills for mutual benefit.
Consider structured learning pathways such as SkillsFuture courses, industry certifications, or Career Conversion Programmes tailored to your interests and career goals. Many of these programmes offer subsidies and support specifically for mature workers.
Ranking 3rd, was an article on flexible working arrangements. What’s your advice on how workers can speak to their employers about flexible working arrangements?
Maurice: We can see increasing adoption of flexible work arrangements, as the emphasis on mental well-being at the workplace and concerns about work-life balance continue to grow.
Flexible work arrangement (FWA) is important and beneficial to both workers and employers. The key is aligning workers’ value with organisational needs.
For employers, they serve as effective talent attraction and retention strategies in our tight labour market. MOM, TAFEP, NTUC and many progressive employers support FWA adoption.
Do check out their respective websites for guidance on understanding and requesting flexible working arrangements.
Ranking 2nd, was an article on retirement adequacy. What’s your take on what that means, and why does it matter?
Maurice: To me, retirement adequacy means having sufficient financial resources to maintain a comfortable standard of living throughout your retirement years without relying solely on family support or returning to work out of necessity.
Understanding what retirement adequacy means for you personally allows you to make more intentional career choices today, whether that’s negotiating better benefits, pursuing additional income streams, or timing a career transition strategically.
And last but not least, ranking 1st, an article on salaries in 2025. What’s your big tip on negotiating salary, whether one is a worker or a jobseeker?
Maurice: Know your value and where you add value when negotiating salary.
Prepare a compelling pitch highlighting your unique qualities, job fit, matching competencies beyond technical skills such as critical core skills in creativity, persuasion, collaboration and adaptability.
Weave in domain expertise, related accomplishments, attributes, experiences. and credentials. Back these up with professional track records, strong testimonials and referees who would vouch for you.
Understand the role, employer, sectoral dynamics. At the same time, be aware of external influences, global disruptions and economic landscape that impacts employers’ decision on salary benchmarks.
Remember, salary isn’t just about your monthly paycheque, it’s the overall compensation package, including intangible benefits like work-life balance, inclusive culture, supportive environment, career growth prospects and flexi-work arrangements.
