Human Resources Archives - Page 3 of 19

Advertising, Media and Education Sectors Lead Singapore’s Job Market Amid Modest Recovery

foundit (formerly Monster APAC & ME), one of the leading jobs and talent platform, today published the foundit Insights Tracker (fit) Singapore for February 2025. The Singapore fit report highlights growth in the Advertising and Education sectors alongside rising demand for technology professionals.

The tracker reveals an overall year-on-year (YoY) decline of 5% in hiring activity across sectors, as the index dropped from 108 in February 2024 to 103 in February 2025. However, a month-on-month (MoM) analysis indicates a 3% uptick,

Commenting on Singapore’s job trends for February 2025, V Suresh, CEO, foundit, said,

“The February 2025 foundit Insights Tracker signals a promising recovery in Singapore’s job market. While year-on-year figures reflect ongoing economic recalibration, the month-on-month growth indicates a resurgence in hiring activity. The robust expansion of sectors such as Advertising, Media, and Education, coupled with the growing demand for technology professionals, underscores shifting industry priorities and workforce evolution. As digital transformation accelerates, Singapore’s job landscape is stabilizing, with a strong emphasis on upskilling, adaptability, and future-ready talent.”

Advertising, and Education sectors lead industry growth, while Engineering and Retail sectors show strong improvements

The Advertising, Market Research, Public Relations, Media, and Entertainment sector has emerged as a frontrunner in e-recruitment activity among all monitored industries, showing a 7% MoM growth in February 2025. This growth is driven by increased digital marketing efforts and brand-building strategies.

Equally impressive, the Education sector also recorded 7% MoM growth in February 2025, reflecting a continued emphasis on workforce upskilling and professional development.

Following these leaders, the Engineering, Construction, and Real Estate sector showed positive trends with 6% MoM growth, while the Retail, Trade, and Logistics sector experienced 5% MoM growth, both driven by sustainability initiatives and evolving business needs.

Several sectors show modest growth while others remain stable

The Production/Manufacturing, Automotive, and Ancillary sector demonstrated positive hiring momentum with 5% MoM growth in February 2025.

Several sectors showed more modest growth, with Hospitality & Travel, IT, Telecom/ISP, and BPO/ITES, BFSI, and Healthcare all registering 2% MoM increases, signalling steady job creation across these industries.

Conversely, multiple sectors including Oil and Gas, Import/Export, Shipping/Marine, Government/PSU/Defence, and Consumer Goods/FMCG exhibited stagnant hiring activity with 0% MoM change.

Technology roles lead demand among functions

In terms of functions, Software, Hardware, and Telecom witnessed the highest demand in February 2025, with a 2% MoM increase. This trend underscores the growing need for tech talent amid ongoing digital transformation initiatives.

Marketing & Communications, HR & Admin, Engineering/Production, Sales & Business Development, Medical Roles, and Legal roles all showed modest but positive growth at 1% MoM, indicating broad but measured hiring activity across professional functions.

The roles in Legal experienced a robust 19% YoY increase in hiring activity, highlighting the rising need for legal professionals amid evolving regulatory landscapes, corporate expansions, and compliance requirements.

However, Hospitality Roles, Customer Service, Finance & Accounts, and Purchase/Logistics/Supply Chain roles saw no changes (0% MoM), reflecting a period of stability in workforce demand across these functions.

The foundit Insights Tracker is a comprehensive monthly analysis of online job posting activity conducted by foundit. Based on a real-time review of millions of employer job opportunities culled from a large, representative selection of online career outlets, the foundit Insights Tracker (FIT) presents a snapshot of employer online recruitment activity nationwide.

About foundit – APAC & Middle East

foundit, formerly Monster (APAC & ME), is Asia’s leading jobs and talent platform offering comprehensive employment solutions to recruiters and job seekers across APAC & ME. In addition to its innovative AI-powered job search, foundit offers e-learning, assessments, and services related to resume creation and interview preparation. foundit has connected over 120 million job seekers across 18 countries with the right job roles and upskilling opportunities.

Over the last two decades, the company has been a leader in the world of recruitment solutions and has launched cutting-edge tools to give recruiters access to passive candidates in addition to active ones. With its advanced technology, foundit is efficiently bridging the talent gap across industry verticals, experience levels, and geographies.

Today, foundit is committed to enabling and connecting the right talent with the right opportunities by harnessing the power of deep tech to sharpen hyper-personalised job searches and offer precision hiring. Additionally, foundit has been recognised as a Great Place to Work, reflecting its dedication to fostering a supportive and dynamic work culture.

For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Singapore’s Salary Expectations Evolve as 53% Professionals Seek Better Compensation, foundit Survey Reveals

Key findings from the survey

– 53% of employees consider their salary does not match industry standards Only 28% of respondents are satisfied with their salary growth opportunities
– Nearly half (49%) of all professionals expect up to 10% growth in their next appraisal
– 41% of employees reported no major change in their salary over the past three years
– In-demand skills (30%) and economic trends (25%) are the primary drivers of current salary trends

Singaporean employees and employers appear to have differing perspectives on compensation, according to a comprehensive salary survey by foundit, a leading jobs and talent platform. The study reveals that while many professionals see room for salary growth, organisations are focusing on strategic compensation planning to retain talent in a competitive job market. The insights from the survey highlight evolving compensation trends in Singapore, with a growing awareness among professionals about market benchmarks. More than half of those surveyed recognise that salary adjustments are necessary to stay competitive, while nearly half anticipate only a modest single-digit salary growth in their upcoming reviews.

These insights offer valuable opportunities for organisations to refine their talent strategies, ensuring competitive compensation structures that attract and retain top talent. With compensation playing a central role in both recruitment success and employee loyalty, these insights into workforce sentiment provide valuable intelligence for business planning.

V Suresh, CEO of foundit, commented on the findings: “Our survey highlights a growing disparity between employee salary expectations and market realities in Singapore. More than half of professionals feel their compensation is not aligned with industry standards, while 41% have seen little to no salary growth in the past three years. This misalignment, particularly among mid-career professionals, presents a significant challenge for employers striving to retain skilled talent in an already competitive job market.

To address this, organisations must adopt transparent salary benchmarking, skills-based compensation models, and clear career progression frameworks. While early-career professionals remain optimistic, the increasing dissatisfaction among experienced employees signals a critical need for proactive compensation strategies. Companies that prioritise fair and structured salary growth will not only improve retention but also strengthen Singapore’s position as a premier talent hub in Asia.”

Key findings from the survey include:

Salary Perception Across Experience Levels

More than half (53%) of working professionals surveyed see opportunities for higher compensation compared to industry peers.
36% feel their salary is above average, while 11% are unsure how their pay compares to market rates.
Entry-level professionals (0-3 years) are the most optimistic, with 46.9% reporting they earn above industry standards.
Mid-level professionals (7-10 years) are the most dissatisfied, with 57.9% reporting their salary is below market standards.

Satisfaction with Salary Growth

35% of respondents are dissatisfied with salary growth opportunities.
37% remain neutral, indicating mixed perceptions about compensation structures.
28% express satisfaction, but satisfaction levels decline as professionals advance in their careers.
Executive-level (15+ years) professionals show the highest dissatisfaction (39.4%) with salary growth.

Expected Salary Growth from Appraisal

Nearly half (49.37%) of employees expect no growth or a maximum of 10% salary hike in their next review.
24.5% anticipate a 6-10% increment, while 24.8% foresee just 0-5% growth.
16% of professionals aim for substantial increases exceeding 30%.
34.9% of entry-level professionals expect 6–10% hikes, while executives (25.7%) top the group anticipating raises of 30% or more.

Salary Changes Over the Past Three Years

41% of professionals saw no salary growth, indicating wage stagnation.
28% experienced salary reductions (19.3% minor, 8.3% significant).
32% received salary hikes (15.9% modest, 15.3% substantial), highlighting industry-specific trends.

Future Salary Expectations: Industry Outlook

73% of respondents expect salary growth in the future, with professionals in Consumer Electronics, Engineering & Construction, and IT sectors most optimistic.
Manufacturing, Retail, and Education sectors expect more stability or potential decline.

Key Drivers of Salary Trends

Skills in Demand: 30.1% of professionals see in-demand skills significantly impact salaries.
Economic Trends: 24.9% see macroeconomic factors shaping pay scales.
Industry-Specific Challenges: 18.8% cite industry constraints as key influencers of pay.
Technological Advancements: 16.2% recognise tech-driven disruptions as key factors affecting wages.

For organisations navigating the complexities of talent acquisition and retention the results of this survey provide a valuable benchmark for assessing current approaches and identifying areas for strategic improvement. By leveraging these insights to enhance both compensation structures and communication around pay, companies can create more appealing work environments that attract and retain top talent.

About foundit – APAC & Middle East

Contact:
For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Salary Divide: While 47% of professionals in Philippines Report Above-Average Compensation, 42% See Room for Growth, foundit Survey Reveals

Key findings from the survey

47% of professionals report their salary is above industry standards
42% of respondents feel their salary is below market levels
Only 40% of respondents are satisfied with their salary growth opportunities
37% of employees reported no major change in their salary over the past three years
In-demand skills (38%) and economic trends (24%) are the primary drivers of current salary trends

Employers and employees in the Philippines appear to be divided on compensation perspectives, according to a comprehensive salary survey by foundit, a leading jobs and talent platform. The survey reveals a workforce with mixed sentiments about salary standards, with nearly half feeling adequately compensated, while many others perceive a gap between their pay and industry benchmarks. Despite this divide, the survey highlights a growing awareness among professionals about market comparisons and strong optimism for future salary growth, despite recent stagnation in wages.

These findings present valuable opportunities for organisations to enhance their talent strategies, ensuring competitive compensation structures that attract and retain top talent. With compensation playing a central role in both recruitment success and employee loyalty, these insights provide valuable intelligence for business planning.

V Suresh, CEO of foundit, commented on the findings: “Our latest survey highlights a unique divide in the Philippine workforce—while 47% of professionals feel adequately compensated, 42% believe their salaries fall below industry standards. This contrast presents both a challenge and an opportunity for employers navigating an increasingly competitive talent market.

What stands out is the strong optimism among professionals, with nearly 80% expecting salary growth despite 37% experiencing wage stagnation over the past three years. This signals a workforce that remains hopeful about future prospects, even in the face of economic uncertainties.

For organisations, this underscores the importance of strategic compensation planning. Employers who embrace transparent salary benchmarking, skills-driven pay structures, and clear career progression paths will be best positioned to attract and retain top talent. By bridging the perception gap and aligning compensation strategies with workforce expectations, companies can strengthen their employer brand and contribute to the Philippines’ continued economic growth.”

Key findings from the survey include:

Salary Perception Across Experience Levels

47% of professionals report that they are paid above industry standards, considering themselves well compensated.
42% consider their salary is below market levels, highlighting dissatisfaction.
11% are not aware of how their salary compares, indicating a gap in transparency.
Entry-level professionals (0-3 years) are the most optimistic, with 50.5% feeling they are paid above industry standards, although 40.7% feel underpaid.
Junior (4-6 years) and Mid-level (7-10 years) professionals show the highest dissatisfaction, with 47% feeling their salaries are below average, reflecting potential career growth struggles.

Satisfaction with Salary Growth

40% of respondents are satisfied with their salary growth opportunities.
34% remain neutral, indicating mixed perceptions about compensation structures.
26% are dissatisfied, with junior professionals (4-6 years) reporting maximum dissatisfaction at 32.1%. FMCG, Foods, Beverage (54.5%), Recruitment, Staffing (53.8%), and Advertising, PR, Event Management (42.9%) sectors show the highest dissatisfaction rates.

Expected Salary Growth from Appraisal

29.7% of professionals expect a 6-10% salary hike in their next review, making this the most common expectation.
26.9% expect a substantial increase of 30% or more in their salaries — an indicator of optimism and high aspirations.
Professionals with 4-6 years of experience are optimistic, with nearly 38% expecting 6-10% raises.
Executive-Level (15+ years) professionals have the highest expectations, with over 51% anticipating an increase of 30% and above.

Salary Changes Over the Past Three Years

37% of professionals saw no salary growth, indicating wage stagnation.
38% experienced growth, with 22% reporting significant increases.
25% faced a decline in their salaries (14% slight, 11% significant).
Executive-Level professionals (15+ years) reported the best career growth with 34.55% seeing significant increases, while entry-level professionals faced the most uncertainty.

Future Salary Expectations: Industry Outlook

79.5% of respondents expect salary growth in their industry, showing strong optimism despite past stagnation.
Technology & IT employees expect the highest salary increments, with a significant number of them expecting 30% and above.

Key Drivers of Salary Trends

Skills in Demand: 38.04% of professionals see in-demand skills significantly impacting salaries.
Economic Trends: 23.6% see macroeconomic factors shaping pay scales.
Industry-Specific Challenges: 14.44% cite industry-specific challenges as key influencers.
Technological Advancements: 13.66% recognise tech-driven disruptions affecting wages.

For organisations navigating the complexities of talent acquisition and retention today, this results of this survey provide a valuable benchmark for assessing current approaches and identifying areas for strategic improvement. By leveraging these insights to enhance both compensation structures and communication around pay, companies can create more appealing work environments that attract and retain top talent.

About foundit – APAC & Middle East

Contact:
For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Salary Reality Gap: 52% of Malaysian Employees See Scope for Salary Growth, foundit Survey Reveals

Key findings from the survey:

A majority of professionals (45%) expect a 0-10% growth in their next appraisal
52% of respondents believe their salary is below average compared to industry peers
Only 32% of respondents are satisfied with their salary growth opportunities
36% of employees reported no major change in their salary over the past three years
Skills in demand (31%) and economic trends (30%) are the primary drivers of current salary trends

Malaysian employees and employers appear to be on different pages when it comes to compensation, according to new research. A comprehensive salary survey by foundit, a leading jobs platform, reveals that while many professionals see room for salary growth, organisations are focusing on strategic compensation planning to retain talent in a competitive job market. The research highlights evolving compensation trends in Malaysia, with a growing awareness among professionals about market benchmarks. More than half of the surveyed employees recognise the need for salary adjustments to align with industry standards, while nearly half anticipate modest single-digit salary growth in their upcoming reviews.

These insights present valuable opportunities for organisations to enhance their talent strategies, ensuring competitive compensation structures that attract and retain top talent. With compensation playing a central role in both recruitment success and employee loyalty, these insights into workforce sentiment provide valuable intelligence for business planning.

V Suresh, CEO of foundit, commented on the findings: “This research offers fascinating insights into Malaysia’s compensation landscape, revealing both challenges and opportunities. The perception gap we’ve identified – where many employees believe their pay falls below industry standards – represents a critical area for employers to address.

Malaysian businesses have a compelling opportunity to strengthen their position in the talent market through enhanced salary transparency and more effective communication about compensation. By helping professionals understand how their pay compares to true market rates and developing transparent frameworks for advancement, organisations can better align expectations with reality. This strategic approach benefits not just individual employees but strengthens organisational resilience and competitiveness. For Malaysia to continue its trajectory as a business hub in Southeast Asia, addressing these compensation perception gaps will be instrumental in attracting and retaining the best talent.”

Key findings from the survey include:

Salary Perception Across Experience Levels

More than half (52%) of employees believe they are underpaid compared to industry peers.
38% feel their salary is above average, while 10% are unsure how their pay compares to market rates.
Executive-level professionals (15+ years of experience) have the highest salary awareness, with only 4.48% unaware of market benchmarks, compared to mid-career professionals who display greater uncertainty.

Satisfaction with Salary Growth

30% of respondents are dissatisfied with their salary growth opportunities with majority in Engineering and Logistics sector.
38% remain neutral, indicating mixed perceptions about compensation structures.
32% express satisfaction, but satisfaction levels decline as professionals advance in their careers. IT (35.38%) leads in salary growth satisfaction.

Expected Salary Growth from Appraisal

45% of professionals expect only a 0-10% salary hike in their next review.
28.7% anticipate a 6-10% increment, while 16.7% foresee just 0-5% growth.
19.5% of professionals aim for substantial increases exceeding 30%.
Professionals with 4-6 years of experience are the most optimistic, with nearly 39% expecting 6-10% raises, while senior executives anticipate more conservative increases (0-5%).

Salary Changes Over the Past Three Years

36% of professionals saw no salary growth, indicating wage stagnation.
30% experienced salary reductions (19% minor, 11% significant).
34% received salary hikes (18% modest, 16% substantial), highlighting industry-specific trends.

Future Salary Expectations: Industry Outlook

Employees in the Engineering & Construction sector expect predictable salary growth (36.36% anticipate 6-10% raises).
BFSI professionals have the highest expectations, with more than 50% anticipating 30% above increments.
Entry-level professionals remain the most optimistic, with 79% expecting salary growth, while expectations decline at senior levels (67% among executives).

Key Drivers of Salary Trends

Skills in Demand: 31.2% of professionals believe in-demand skills significantly impact salaries.
Economic Trends: 30.5% see macroeconomic factors shaping pay scales.
Sector-Specific Challenges: 18% cite industry constraints as key influencers.
Technological Advancements: 12% recognise tech-driven disruptions affecting wages.

For organisations navigating the complexities of talent acquisition and retention in today’s competitive landscape, this research provides a valuable measuring stick for assessing current approaches and identifying areas for strategic improvement. By leveraging these insights to enhance both compensation structures and communication around pay, companies can create more appealing work environments that attract and retain top talent.

About foundit – APAC & Middle East

Contact:
For media inquiries or further information, please contact:
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Galaxy Payroll Group and Euler Number Limited Announce Strategic Partnership to Transform HR and Payroll Solutions

Galaxy Payroll Group Limited (NASDAQ: GLXG, GLXG,Galaxy Group) and Euler Number Limited (ENL) have signed a strategic Memorandum of Understanding (MOU) to collaborate on enhancing HR and payroll solutions with the power of AI and Big Data technologies. This partnership will focus on transforming business workflows, developing innovative products, and expanding market presence in Hong Kong’s enterprise HR and payroll sector.

Galaxy Group, a well-established leader in payroll outsourcing and HR services, has partnered with ENL to integrate cutting-edge technologies such as AI, Machine Learning, IoT, and Generative AI into its operations. This collaboration aims to not only improve internal processes but also create advanced HR and payroll solutions that will help businesses streamline their operations, enhance efficiency, and drive cost reductions. As a leading AI solutions provider, ENL will contribute its expertise in AI and Big Data technologies to assist GLXG in developing new, market-leading products. The focus will be on AI-powered HR management tools and advanced payroll automation systems. Both companies plan to leverage their respective strengths to create innovative products that meet the needs of modern enterprises.

Expanding Market Presence in Hong Kong to Drive Profitable Synergies and Foster Client Growth
As part of the collaboration, ENL will support Galaxy Group in expanding its reach within the Hong Kong enterprise HR and payroll market. By combining ENL’s extensive experience and network in the Asia-Pacific region with GLXG’s established position in the industry, the two companies are poised to bring new, AI-powered HR solutions to a wider customer base. This market expansion will be driven by jointly developed products that offer scalable and efficient solutions for HR operations.

The partnership also includes client referrals and profit-sharing arrangements. GLXG will refer its existing clients to ENL for AI and Big Data solutions, creating a mutually beneficial ecosystem. Revenue generated from these referrals will be shared between the two companies under a separate formal agreement. This structure ensures both parties benefit from the synergies created by the collaboration and strengthens their relationship moving forward.

Optimizing Internal Processes for Greater Efficiency
ENL will also assist GLXG in evaluating its current business workflows, providing tailored solutions to enhance operational efficiency. This evaluation will help streamline GLXG’s internal processes, ensuring that the company remains agile and able to meet the growing demands of its clients. The two companies are committed to engaging in further discussions to formalize the next steps for process optimization.

Joint Marketing and Brand Visibility
To promote their partnership and showcase the power of their innovative products, GLXG and ENL will collaborate on joint marketing initiatives. These campaigns will aim to enhance the visibility of their combined solutions, attract new clients, and solidify their position in the HR and payroll market.

Looking Ahead: Future Outlook
The partnership between GLXG and ENL marks the beginning of a new chapter in the HR and payroll industry, driven by the transformative capabilities of AI and Big Data. Together, the two companies are set to revolutionize the way businesses approach HR operations, creating a smarter, more efficient future for enterprises in Hong Kong and across the Asia-Pacific region. This collaboration not only benefits their clients but also sets a new standard for innovation and operational excellence in the HR and payroll space.

Both parties are excited about the potential to shape the future of HR and payroll management and look forward to deepening their partnership to meet the evolving needs of the market.

About Galaxy Payroll Group Limited
Galaxy Payroll Group Limited is a leading payroll outsourcing service provider based in Hong Kong. The company specializes in delivering HR and payroll solutions to multinational companies across various industries. With a focus on innovation and client satisfaction, GLXG operates in Hong Kong, Taiwan, Macau, and the PRC, offering payroll outsourcing, employment services, and consultancy to businesses of all sizes.

About Euler Number Limited

Euler Number Limited (ENL) is a Hong Kong-registered AI solutions company that specializes in helping businesses in the Asia-Pacific region leverage AI, IoT, and Big Data technologies. With expertise drawn from industry leaders like Google, Microsoft, and Huawei, ENL partners with enterprises to transform business processes, optimize workflows, and develop cutting-edge solutions. ENL is a trusted partner of Databricks, Scudata, and Starburst, and provides scalable, AI-driven solutions that deliver measurable business value.

For more information, please visit Galaxy Payroll Group’s website: www.galaxyapac.com

Forward-Looking Statements
Matters discussed in this press release may constitute forward-looking statements. Forward-looking statements include statements concerning plans, objectives, goals, strategies, future events or performance, and underlying assumptions and other statements, which are other than statements of historical facts. The words “believe,” “anticipate,” “intends,” “estimate,” “potential,” “may,” “should,” “expect” “pending” and similar expressions identify forward-looking statements. The forward-looking statements in this press release are based upon various assumptions. Although we believe that these assumptions were reasonable when made, because these assumptions are inherently subject to significant uncertainties and contingencies which are difficult or impossible to predict and are beyond our control, we cannot assure you that we will achieve or accomplish these expectations.

For enquiry, please contact Intelligent Joy Limited:
Rosanne Ren
Phone: (852) 3594 6407
Email: pr-team@intelligentjoy.com

CGFNS International to Change Its Name to TruMerit

Rebranding heralds greater focus on building a future-ready global healthcare workforce

As it expands its mission to support healthcare workforce development on a global scale, CGFNS International announced today it will change its name to TruMerit™, a decision approved by the CGFNS Board of Trustees in fall of 2024.

The initiative signifies a new journey for CGFNS, an acronym for Commission on Graduates of Foreign Nursing Schools, which for nearly a half-century has supported the career mobility of nurses and other healthcare workers by validating their education, skills, and experience as they seek authorization to practice in the United States and other countries. It comes in response to calls to invigorate capacity building of the healthcare workforce so it can meet the needs of people in a rapidly evolving global health landscape.

TruMerit, a reference to “genuine excellence,” points to the organization’s role in validating the meritorious achievements of global healthcare workers. It will continue to be a worldwide leader in providing these services while broadening its mission to strengthen research and advocacy in support of healthcare workforce development solutions, including global standards and frameworks for specialty certifications that will empower career pathways for healthcare workers, regardless of where they choose to work.

“With this rebranding, we are stepping into a new era of global impact with faith in the proposition that healthcare workers in every country-empowered with the knowledge, tools, and inspiration to achieve excellence in their profession-can lead the way to resolving the healthcare challenges of today and tomorrow,” said Dr. Peter Preziosi, the organization’s President and CEO.

“TruMerit will advocate for and generate intellectual capital to drive investment in a future-ready global healthcare workforce. We know that a commitment to the development and validation of their skills is the best contribution we can make to addressing shortages, health equity and access challenges, and the demand for patient-centric care model evolution,” he added.

The name change will be the centerpiece of a comprehensive rebranding of the organization, which will include a new visual identity across its public profile, including its website, customer portals, credentials and certificates, and social media channels. The rebranding effort will begin rolling out in mid-March and will be completed by the summer.

“Our new name carries both a meaning and a message about who we are and what is important to the global healthcare workforce we serve,” said Lea Sims, Chief Marketing and Communications Officer, who led the year-long renaming initiative and is overseeing the organization’s transition to its evolving identity and new brand. “The name TruMerit reflects our longstanding mission of helping healthcare workers around the world advance their careers while preserving the earned credibility associated with CGFNS and its nearly half-century of service to nursing and the allied health professions.”

Click here for more information on the CGFNS rebranding to TruMerit.

About CGFNS International, Inc.
Founded in 1977 and based in Philadelphia, CGFNS International is an immigration-neutral not-for-profit organization proudly serving as the world’s largest credentials evaluation organization for the nursing and allied health professions. CGFNS International is an NGO in Consultative Status with the United Nations Economic and Social Council (ECOSOC) and is a member of the Conference of NGOs in Consultative Relationship with the United Nations (CoNGO).

Contact Information
David St. John
dstjohn@cgfns.org

SOURCE: CGFNS International

HKTDC strengthens local competitiveness and global connections

– Driving innovation, nurturing a new generation of SMEs
– reinforcing Hong Kong’s role as a resilient international business hub

The Hong Kong Trade Development Council (HKTDC) today announced its work focus for the 2025/26 fiscal year, which aims to strengthen Hong Kong’s competitive advantages and intensify efforts to promote Hong Kong as a resilient international business hub. Embracing opportunities arising from global development trends, the HKTDC continues to create new opportunities for Hong Kong businesses.

HKTDC Chairman Dr Peter K N Lam said: “Just two months into 2025, the HKTDC has already held a number of major events, such as the Asian Financial Forum (AFF) in January and three trade fairs, which attracted strong participation from attendees, buyers and exhibitors from around the world, a herald of a year of vibrant business activity.”

“Looking ahead, the HKTDC will strengthen Hong Kong’s role as a resilient and connected international business hub, intensify efforts to promote our city’s advantages to the global business community and promote further integration of Hong Kong into the national development framework, which highlighting Hong Kong’s unique role in the Guangdong-Hong Kong-Macao Greater Bay Area (GBA). Furthermore, we will drive innovation and sustainable development to enhance Hong Kong’s competitiveness, and nurture a new generation of SMEs and start-ups.”

In 2024, the HKTDC hosted over 40 large-scale exhibitions and conferences in Hong Kong, attracting buyers, exhibitors and attendees from over 190 countries and regions, further solidifying Hong Kong’s position as the premier hub for exhibitions and conferences in Asia. Particularly noteworthy was the increased participation from Mainland China and emerging markets, such as ASEAN and the Middle East, as well as the traditional markets of Europe and North America, with all showing robust growth compared to 2023.

In the 2025/26 fiscal year, the HKTDC will intensify efforts to actively promote Hong Kong’s advantages and opportunities to Mainland China and the global business community, further solidifying Hong Kong’s crucial role as a key global hub for two-way investment and trade.

HKTDC’s 2025/2026 major work focuses are:
1. Reinforce Hong Kong’s unique role as a resilient and connected business hub globally, and strengthen its integration into national development and role as superconnector and super value-adder
Strengthen Hong Kong’s integration into national development

– Stage targeted fundraising salons in Mainland China to entice mainland enterprises to list in Hong Kong;
– Organise the second edition of the Hong Kong Shopping Festival in August and launch the E-Commerce Express to help SMEs deepen their understanding of mainland e-commerce and online platforms through a series of specialised training seminars and one-on-one advisory services;
– Active participation in mainland fairs, including setting up Hong Kong Image Pavilions at key mainland expos to promote Hong Kong’s advantages; organising a Hong Kong Day networking event at the China International Import Expo targeting key buyers and enriching the Style Hong Kong Pavilion offerings at the China International Consumer Products Expo to create more collaboration opportunities.

– Organise sectoral outbound mission
:1) A GoGBA mission to Dongguan will be organised to help SMEs in the food processing and medical devices sectors to stay competitive amid an evolving manufacturing landscape with innovative technologies;
2) An e-tailing mission to e-commerce hotspot Zhejiang to help SMEs understand the latest developments; and
3) A Fashion Go Places mission to Guangzhou and Dongguan to connect Hong Kong fashion industry players with partners in fashion tech and beyond.

Reinforce Hong Kong’s role as superconnector and super value-adder
– Build partnerships with Regional Comprehensive Economic Partnership (RCEP) government agencies and industry multipliers to attract more RCEP businesses to leverage HKTDC trade fairs to connect with international buyers;
– Launch the Hong Kong Risk Management Squad to help mainland and ASEAN companies with plans for global expansion to mitigate business risks;
– Introduce the ASEAN Lifestyle Pioneer Series to increase SMEs’ market exposure in the region and facilitate opportunities;
– Stage Think Business, Think Hong Kong campaign in Italy to spotlight Hong Kong’s strengths and advantages, including its service offerings; and
– Organise missions, including to:
1) ASEAN to explore opportunities in the food and health supplement industry; and
2) Saudi Arabia and the United Arab Emirates with an Infrastructure Development and Real Estate-related Services (IRES) delegation to capture opportunities arising from infrastructure expansion in the Middle East.

2. Fortify Hong Kong’s competitiveness by embracing innovation and sustainable development, to support the national new quality productive forces strategy, and seize opportunities arising from global trends
Support the national new quality productive forces strategy

– Strengthen the content of and recruitment for exhibitions and conferences:
1) Establish InnoEX as an international I&T exchange platform for Asia;
2) Recruit more agritech and foodtech firms sought after by investors, to join AFF Deal-making;
3) Explore collaboration with local research centres to coorganise thematic sessions at the Asia Summit on Global Health (ASGH) to facilitate industry collaboration;
4) Collaborate with Hong Kong Baptist University’s Chinese Medicine Hospital and Belt & Road Alliance for Traditional Chinese Medicine at ASGH to examine Hong Kong’s role in Traditional Chinese Medicine’s globalisation;
5) Explore opportunities in the low-altitude economy at the Asian Logistics, Maritime and Aviation Conference (ALMAC) and InnoEX;
6) Launch the SmartHK Tech Series to showcase Hong Kong’s I&T strengths across the GBA and at mainland I&T fairs; and
7) Focus on PropTech for Building for the Future campaign, especially in the mainland, to highlight Hong Kong’s strengths in PropTech and smart city development.

– Strengthen connections and collaboration with InnoHK, the Innovation and Technology Commission cluster:
1) Strengthen ties with the Health@InnoHK cluster to better understand their business matching needs and facilitate connections with relevant business partners and investors;
2) Partner with InnoHK research centres, local universities and incubators for the International Trade Fastpass SmartBiz Series to highlight the benefits of adopting innovative tech solutions.

Seize opportunities arising from global trends
– Sustainable development:
1) Launch the Hong Kong Green Team to highlight Hong Kong’s green strengths and capabilities in Hong Kong and ASEAN;
2) Invite sustainable fashion brands to promote circular fashion and a greener industry at CENTRESTAGE; and
3) Work with ESG-related multipliers to provide sustainability workshops and ESG certification courses for Transformation Sandbox (T-box) members.

Medical health and the silver economy:
1) Organise biotech missions to Europe and the US in partnership with industry multipliers to help start-ups grow and transform;
2) Invite partners and investors with expertise in geriatric medicine and elderly care to introduce ageing-related innovations at ASGH to facilitate collaboration and tech commercialisation;
3) Enhance the product line-up at Food Expo to showcase healthy food and supplements targeting the silver market; and
4) Create a thematic cluster on hktdc.com Sourcing to further highlight Optical Fair exhibitors targeting the silver market.

– Islamic business opportunities:
1) Collaborate with the Incorporated Trustees of the Islamic Community Fund of Hong Kong to feature local halal food manufacturers at Food Expo PRO;
2) Strengthen participation of pavilions of countries with a large halal market to enrich the variety of halal products at Food Expo PRO.

3. Build the next generation of connected and future-ready SMEs and start-ups, and fast-track SMEs’ digital transformation
Build the next generation of connected and future-ready SMEs and start-ups

– Talent matching: Leverage events, such as InnoEX and Entrepreneur Day (E-Day), to offer talent matching sessions for start-ups and I&T companies.

– Strengthen collaboration with institutions:
1) Partner with the Hong Kong Productivity Council to inform Global Tech Summit participants about the latest tech in Industry 4.0 and showcase related solutions at E-Day to help SMEs, start-ups become future-ready;
2) Partner with academic institutions and youth and community organisations to engage young individuals at our fairs to equip them with the knowledge and skills in digital transformation and sustainability;
3) Launch the CV Clinic at the Education & Careers Expo by partnering with recruitment agencies to help the younger generation with their job search; and
4) Collaborate with local universities to leverage ASGH for their entrepreneurship events and as a showcase for their biomed projects.

Fast-track SMEs’ digital transformation
– Debut an AI productivity workshop series at InnoEX to help SMEs harness the power of AI tools to boost productivity;
– Host dedicated sessions at MarketingPulse and eTailingPulse to educate brands on short video features on the mainland’s social media platforms;
– Collaborate with leading AI service providers to provide T-box members with practical AI applications.

Media enquiries
HKTDC’s Communications & Public Affairs Department:
Agnes Wat Tel: (852) 2584 4554 Email: agnes.ky.wat@hktdc.org
Sam Ho Tel: (852) 2584 4569 Email: sam.sy.ho@hktdc.org

About HKTDC
The Hong Kong Trade Development Council (HKTDC) is a statutory body established in 1966 to promote, assist and develop Hong Kong’s trade. With over 50 offices globally, including 13 in Mainland China, the HKTDC promotes Hong Kong as a two-way global investment and business hub. The HKTDC organises international exhibitions, conferences and business missions to create business opportunities for companies, particularly small and medium-sized enterprises (SMEs), in the mainland and international markets. The HKTDC also provides up-to-date market insights and product information via research reports and digital news channels. For more information, please visit: www.hktdc.com/aboutus.

New HKTDC Chairman appointed

The Government of the Hong Kong Special Administrative Region (HKSAR) today announced the appointment of a new Chairman for the Hong Kong Trade Development Council (HKTDC).

The HKTDC welcomes the HKSAR Government’s appointment of Prof Frederick Ma Si-hang as the new Chairman of the HKTDC. Prof Ma is currently the Non-Executive Chairman of FWD Group and a member of the Chief Executive’s Council of Advisers. As the former Secretary for Commerce and Economic Development and Secretary for Financial Services and the Treasury of Hong Kong, Prof Ma is well acquainted with the Council’s work in promoting Hong Kong’s strengths and advantages. His two-year term as HKTDC Chairman will commence on 1 June 2025 and will run until 31 May 2027.

Dr Peter K N Lam, current Chairman of the HKTDC, remarked: “Hong Kong’s post-pandemic economy faces numerous challenges. Over the past six years, I have been honoured to serve as Chairman of the HKTDC. I would like to express my gratitude to the HKTDC team for their continued effort and determination in overcoming challenges and driving Hong Kong’s growth. Trade and tourism are closely connected and are crucial to Hong Kong’s economic development. I will continue to contribute in my new position and work with the HKTDC to promote Hong Kong.”

Dr Lam added: “I am pleased that the HKSAR Government has appointed Prof Frederick Ma as the next Chairman. I am confident he will lead the HKTDC to new heights, creating opportunities for Hong Kong’s businesses and driving our city’s high-quality economic development.”

Ms Margaret Fong, Executive Director of the HKTDC, said: “Prof Ma is a distinguished leader in the business community with extensive experience in both the public and private sectors, strengthening Hong Kong’s connections with the global business world. Under his and HKTDC Council Members’ leadership and guidance, the HKTDC will reinforce Hong Kong’s eight-centre advantages to help businesses seize national development opportunities and support our city’s continued growth and development.”

Ms. Fong also expressed gratitude to Dr Lam: “Under Dr Lam’s outstanding leadership, the HKTDC has introduced many new initiatives, particularly in promoting the healthcare, innovation and technology industries, while assisting the business community in seizing new opportunities in the Guangdong-Hong Kong-Macao Greater Bay Area (GBA), the Belt and Road Initiative (BRI) and global markets and facilitating the development of Hong Kong’s pillar industries and emerging industries. His wise counsel and guidance over the years have helped the HKTDC reinforce Hong Kong’s role as an international business hub, a two-way investment gateway and a leading convention and exhibition centre.”

Media Enquiries
Agnes Wat Tel: (852) 2584 4554 Email: agnes.ky.wat@hktdc.org

Sam Ho Tel: (852) 2584 4569 Email: sam.sy.ho@hktdc.org

HKTDC Media Room: http://mediaroom.hktdc.com

Sadot Group Inc. Announces Appointment of Ms. Catia Jorge as New Chief Executive Officer

Sadot Group Inc. (Nasdaq:SDOT) (Sadot Group or the Company) today announced the appointment of Ms. Catia Jorge as its new Chief Executive Officer, effective immediately. Ms. Jorge, a seasoned leader in the global agri-commodity sector, joins Sadot Group at a pivotal time, as the Company transitions to focusing on expanding its platform globally. Ms. Jorge will report to the Board of Directors and lead Sadot’s strategic initiatives, global operations, and business growth efforts to maximize the Company’s long-term potential.

A highly regarded industry veteran, Ms. Jorge brings nearly 30 years of experience in agricultural markets, commodity trading, and operational leadership. She most recently served as Brazil Country Head and Vice President/Grains Business Head Latin America for Olam Agri, where she managed a $1.0 billion annual revenue portfolio. Prior to Olam, she held leadership roles at Cargill Agricola South America exporting over 7 million metric tons of grain exports annually as well as leadership positions at J. Macedo. Ms. Jorge has a proven track record of scaling global agricultural businesses and driving operational excellence.

“Catia’s deep expertise in global agriculture markets, her leadership acumen and her strategic vision make her the perfect fit to lead Sadot through its next stage of expansion,” said Kevin Mohan, Chairman of the Board. “She’s a strong and collaborative leader with a reputation for developing unique solutions that consistently drive growth and value. Over the past two years our team has built a strong foundation and Catia is the right leader at the right time to accelerate growth and take us to the next level, establishing Sadot as a leading player in the global food supply chain.”

Speaking on the new role, Ms. Jorge commented, “It’s an exciting time to join Sadot and I am looking forward to working closely with this talented team. With a powerful global platform that is ready to scale, we are well positioned to capitalize on the major opportunities in the global food sector. Our focus is clear: aggressively execute our multi-pronged growth strategy to drive significant increases in revenue and profitability along with streamlining operations to unlock the full potential of this company.”

Ms. Jorge succeeds Michael Roper, who will transition into a new leadership position as Chief Governance & Compliance Officer overseeing the Company’s regulatory and capital market requirements. Mr. Roper will also continue to lead the previously announced initiative to divest the Company’s remaining restaurant operations.

Mr. Roper added, “I am incredibly proud of what we have accomplished during my time as CEO. We’ve positioned the Company as a highly competitive and nimble player in the global food supply chain, and now is the perfect time to bring in an industry veteran like Catia to lead the next stage of growth. I look forward to supporting her and the entire team in this transition as we push Sadot to new heights.”

Ms. Jorge holds a Masters Degree in Agri-Business from Kansas State University and an MBA in Global Trade from the University of Dallas, further equipping her to lead Sadot Group into its next phase of expansion.

About Sadot Group Inc.
Sadot Group Inc. has rapidly established itself as an emerging player in the global food supply chain. Sadot Group provides innovative and sustainable supply chain solutions that address the world’s growing food security challenges.

Sadot Group currently operates within key verticals of the global food supply chain including global agri-commodity origination and trading operations for food/feed products such as soybean meal, wheat and corn, and farm operations producing grains and tree crops in Southern Africa.

Sadot Group connects producers and consumers across the globe, sourcing agri-commodity products from producing geographies such as the Americas, Africa and the Black Sea and delivering to markets in Southeast Asia, China and the Middle East/North Africa region.

Sadot Group is headquartered in Burleson, Texas with subsidiary operations throughout the United States, Brazil, Canada, Colombia, India, Israel, Singapore, Ukraine, United Arab Emirates and Zambia. For more information, please visit www.sadotgroupinc.com.

Forward-Looking Statements
This press release may include “forward-looking statements” pursuant to the “safe harbor” provisions of the U.S. Private Securities Litigation Reform Act of 1995. To the extent that the information presented in this press release discusses financial projections, information, or expectations about our business plans, results of operations, products, or markets, or otherwise makes statements about future events, such statements are forward-looking. Such forward-looking statements can be identified by the use of words such as “should”, “may,” “intends,” “anticipates,” “believes,” “estimates,” “projects,” “forecasts,” “expects,” “plans,” and “proposes.” Although we believe that the expectations reflected in these forward-looking statements are based on reasonable assumptions, there are a number of risks and uncertainties that could cause actual results to differ materially from such forward-looking statements. You are urged to carefully review and consider any cautionary statements and other disclosures, including the statements made under the heading “Risk Factors” and elsewhere in documents that we file from time to time with the SEC. Forward-looking statements speak only as of the date of the document in which they are contained, and Sadot Group, Inc., does not undertake any duty to update any forward-looking statements except as may be required by law.

Investor Relations:
Frank Pogubila
Partner, Integrous Communications
W – 951.946.5288
E – IR@sadotco.com

SOURCE: Sadot Group Inc.

foundit Insights Tracker: Malaysia and Philippines Thrive with 85% and 75% Retail Hiring Growth, Singapore Steadies Ahead

foundit (formerly Monster APAC & ME), a leading jobs and talent platform, has released the annual foundit Insights Tracker (fit) report, offering comprehensive insights into hiring trends across Malaysia, Singapore, and the Philippines. This in-depth analysis sheds light on the evolving employment landscapes in these dynamic Southeast Asian economies.

The tracker analyses labour market trends in Malaysia, Singapore, and the Philippines, offering key insights into hiring dynamics across these job markets.

A closer look at the hiring trends shows that the Philippines recorded a robust 20% YoY growth in hiring primarily driven by its expansion of retail, logistics, and BPO sectors. Malaysia also experienced a 10% rise in hiring activities, while Singapore saw an 11% drop, reflecting a slowdown, especially in industries like IT and BFSI.

Commenting on these findings, V Suresh, CEO of foundit, said, “The evolving employment landscape across Southeast Asia is shaped by key factors such as digital adoption, workplace dynamics, and shifting compensation strategies. Malaysia has leveraged its digital momentum, particularly in retail and hospitality, to drive substantial hiring growth. Similarly, the Philippines has capitalised on consumer demand to expand its retail sector. Meanwhile, in Singapore, technology and efficiency are redefining industry roles. Overall, businesses that strike a balance between technology-driven strategies and employee well-being will be best positioned to navigate these shifts and sustain long-term growth.”

Malaysia recorded the highest YoY growth in Retail hiring at 85%, followed by the Philippines at 75%, where growth was driven by rapid expansion of retail outlets and rising middle-class consumption. Meanwhile, Singapore’s retail industry experienced a 9% YoY decline in hiring activities, which reflects the maturity of its online shopping business.

A sector-specific analysis showed that substantial investments, visa-free policies and spending on digital advertising across borders made by the Malaysian government led to the 42% YoY growth in hiring in the hospitality sector. Meanwhile, growing infrastructural investments, rising tourism, and the use of smart hospitality technology like digital booking systems enabled the Philippines to achieve a notable 30% growth.

Singapore’s hospitality industry saw a 15% decline in recruitment annually, reflecting a slowdown in workforce demand within the sector. This low performance might be attributed to limited promotional initiatives, tighter visa norms and technological shifts such as jobs being outsourced to artificial intelligence (AI) and automation.

Functional outlook analysis across sectors indicated that Malaysia saw a 25% annual increase in roles across Software, Hardware, and Telecom. This resilience reflects the high demand for experts in AI, machine learning, and cloud computing, aligning with the global digitalisation trend as companies place a higher priority on technology for long-term growth and sustainability. In contrast, Singapore experienced a sharp 45% decline in tech roles, and Philippines faced challenges at -8% YoY.

Hiring activity in the Marketing & Communications industry saw an upward annual trend in both the Philippines and Malaysia, reaching 43% and 36%, respectively. Digital campaigns, the growth of social media, SEO & SEM, and expanding e-commerce technology have propelled this surge. In contrast, Singapore’s Marketing & Communications sector faced a 9% decline in hiring demand, primarily due to reduced budgets for traditional marketing roles.

A notable shift was observed in HR & Administration roles, with the Philippines experiencing remarkable growth of 47% over the last year. This was driven by the expansion of industries such as Retail, Outsourcing, and Infrastructure sectors, as companies prioritised scaling their HR functions to manage workforce growth, streamline operations, and enhance employee engagement. At the same time, HR roles in Malaysia grew by 28%, while Singapore saw a 12% decline, most likely due to organisations in the country shifting towards automation and outsourcing of administrative functions to optimise costs.

About foundit Insights Tracker

The foundit Insights Tracker (fit) offers a detailed perspective on hiring patterns in Malaysia, Singapore, and the Philippines, focusing on the demand for specific skills, available positions, and salary ranges in the market. This analysis provides essential insights for job seekers and employers navigating the evolving employment landscape.

Period for the Report

The period considered for the foundit Insights Tracker (fit) data is December 2023 vs. December 2024, offering a comprehensive view of hiring trends in these key Asian markets.

About foundit – APAC & Middle East

foundit, formerly Monster (APAC & ME) is Asia’s leading jobs & talent platform offering comprehensive employment solutions to recruiters and job seekers across APAC & ME. In addition to a powerful AI-powered job search, foundit offers e-learning, assessments, and services related to resume creation, interview preparation, and professional networking. Since its inception, the company has assisted over 120 million job seekers across 18 countries in connecting them with the right job opportunities and upskilling. foundit is now also the Official Talent Partner of the Badminton World Federation across 20 key world tour events.

Over the last two decades, the company has been a leader in the world of recruitment solutions and has launched a cutting-edge solution to give recruiters access to passive candidates in addition to active ones. With the use of advanced technology, foundit is seeking to efficiently bridge the talent gap across industry verticals, experience levels, and geographies. Today, foundit is committed to enabling and connecting the right talent with the right opportunities by harnessing the power of deep tech to sharpen hyper-personalised job searches and offer precision hiring. Additionally, foundit has been recognised as a Great Place To Work, reflecting its dedication to fostering a supportive and dynamic work culture.

For Media Contacts:
Namrata Sharma| Namrata.sharma@adfactorspr.com | +6581383034