Across the globe, what workers value in their careers is changing. Increasingly, people are seeking roles that prioritise work-life balance, mental wellness, and personal growth, often placing these above the traditional markers of success, such as job titles and pay.
Singapore’s healthcare sector, long recognised for its demanding work environment, is feeling this shift acutely. Employers are responding by weaving well-being into their hiring strategies, offering flexible schedules, hybrid work options, wellness programmes, and supportive workplace cultures.
Clear career progression and purpose-driven work are also becoming critical for attracting and retaining talent.
To explore how these global trends are reshaping local hiring practices, Vanessa Chan, consultant at Michael Page, shares how healthcare employers are evolving to meet the changing priorities of today’s workforce.
How are healthcare employers in Singapore integrating well-being into their hiring strategies, beyond traditional compensation packages?
There’s a clear shift from purely financial incentives to holistic well-being strategies. Employers are introducing flexible work arrangements, such as hybrid models, flexible schedules, and planned shift rotations. Mental health support is expanding through counselling services and wellness programmes, while workplace culture initiatives, such as mentorship and team-building, are gaining focus.
Even workspace design is evolving, with calming spaces featuring natural light, greenery, and quiet zones to reduce stress and create a supportive environment for healthcare professionals.
Have you observed a shift in candidate priorities in the healthcare sector?
Healthcare professionals — especially younger talent and returnees — are placing a greater emphasis on well-being, with burnout prevention and mental health support now non-negotiable, even in high-pressure roles.
Flexible scheduling and hybrid work are expected, alongside purpose-driven roles that deliver tangible impact, from improving patient outcomes to advancing medical innovation. Clear career pathways, ongoing training, and leadership development are also top priorities, as candidates want assurance that their growth is being invested in.
What types of benefits or policies are proving most effective in attracting and retaining healthcare talent in a high-pressure environment?
Flexibility, whether through hybrid work arrangements, flexible scheduling, or shift options, is a key attraction for many. Mental health support, including wellness rooms, counselling, and wellness leave, is central to retention. Benefit packages are also evolving, with options such as stock grants, transportation allowances for shift roles, and ergonomic equipment stipends.
Given the talent shortage in healthcare, how can organisations stand out as employers of choice while still balancing operational demands?
To stand out, healthcare organisations need strong employer brands that highlight purpose, inclusivity, and impact. Sharing patient success stories and employee contributions can boost appeal, while technology — from telemedicine to AI diagnostics and remote monitoring — eases staff workloads.
Flexible career paths, clear growth opportunities, and continuous learning support retention. Partnerships with universities and polytechnics help build early talent pipelines.
How are private and public healthcare employers approaching well-being differently in their recruitment messaging and practices?
The public sector emphasises service to the nation, community impact, long-term stability, and structured progression, with well-being initiatives like mental health programmes, compressed workweeks, job-sharing, and clear development pathways.
Private sector employers focus on innovation, agility, and personalisation, promoting flexibility, work-life integration, and inclusive cultures. Many offer hybrid or remote work for non-clinical roles, digital well-being platforms, mental health leave, parental leave top-ups, and flexible return-to-work programmes.
Are there particular roles or specialisations within healthcare where well-being-focused hiring strategies are especially critical or in demand?
Yes, several roles stand out. In clinical operations and R&D, for example, we’re seeing demand for ergonomic lab setups, wellness spaces, and remote monitoring tools that reduce onsite requirements.
For nurses and allied health professionals, shift flexibility and peer support groups are essential. Even in commercial roles – especially regional ones based in Singapore – flexible hours and hybrid work arrangements are now expected.
What advice would you give to healthcare employers looking to strengthen their employer brand by prioritising well-being moving forward?
Well-being should be central to the Employee Value Proposition, supported by empathetic leadership and management training that fosters a culture of care and support. Use data to track employee needs and adjust policies accordingly.
Make your purpose clear, engage with educational institutions early, and showcase well-being visibly through testimonials and storytelling. Flexibility is now a key competitive advantage, so highlight hybrid work and family-friendly policies in your recruitment efforts.
This article was done in collaboration with Michael Page.
