3 in 5 people want the employer’s values ​​to match theirs: survey


  • A majority of respondents are more likely to decline a job offer if the company’s values ​​conflict with theirs
  • In contrast, only about a third are likely to decline an office attendance request.
  • TODAY experts said employees are now looking beyond monetary gains like salary and benefits

SINGAPORE – Just over three in five people here believe it is important that their employer’s positions on various social and political values ​​align with theirs and some are also willing to decline job offers from companies whose values ​​do not match theirs.

These are among the findings of an annual survey of the salaries of the recruitment firm Robert Walters published Monday, December 6.

Its July poll of 608 respondents from six Southeast Asian countries – Singapore, Malaysia, Thailand, Indonesia, Vietnam and the Philippines – found that the pandemic has shaped employee job prospects, especially in terms of hybrid work and corporate values.

He found that respondents are more likely to turn down a job offer if the company’s values ​​conflict with theirs in relation to a job that requires full office presence.

The survey revealed that the top three values ​​and affiliations that need to align with theirs are:

  • Racial, cultural or religious issues (67%)

  • Diversity, inclusion and equality (67%)

  • Workers’ rights (56 percent)

Robert Walters said it was the first time that the annual survey, now in its 23rd edition, has asked about these questions.

Based on her consultation with clients and respondents, there has been increased interest from employees who want to know what companies are doing on social issues and from companies who want to know how to attract and retain employees by addressing these issues, he added.

TODAY experts said employees are now looking beyond monetary gains such as salary and benefits.

HR veteran Adrian Tan said it’s been more common over the past year, as people’s inability to travel or spend a lot naturally forces them to consider other factors in their jobs.

“They are watching what will follow. They are looking for meaning, purpose and things that match their end goal, ”he said.

Mr Adrian Choo, founder of career consultancy firm Career Agility International, added that it was a two-way street.

“People want to work not only with the organization, but also with colleagues who share similar values.

“On the other hand, companies are also looking for candidates with the same values ​​for a good fit and to reduce the attrition rate,” he said.

Mr Tan said this highlights the need for companies to confront how they will deal with the growing trend of employees, especially the younger generation, who are more socially and politically charged.

In comparison, only 33 percent of respondents said they were likely to refuse a job that requires full attendance at the office.

More than half, or 54 percent, of those polled here prefer to work in the office at least two days a week, compared with 71 percent of area employees who prefer to do so.

They cited the sense of belonging and inclusion in the office environment and face-to-face interaction with coworkers among the reasons why a hybrid way of working is preferred.

Mr. Gerrit Bouckaert, Robert Walters Managing Director for South East Asia, said: The other.

“Companies will need to do more to deepen engagement with their existing employees. As companies prepare to adjust to the easing of workplace measures, tackling the issue of better work-life balance is key to a successful hybrid work regime. ”


While Singapore’s hiring market in 2020 was modest, 2021 saw companies step up and resume hiring plans for growth.

“As a result, there has been an increase in job flows across all divisions, and for permanent and contract positions. The movement of candidates has led companies to make more and more counter-offers to retain talent, ”said Robert Walters.

The survey found that one in two respondents plan to change jobs in the next six months and that a majority – 88% – of respondents have accepted a counter-offer. Of these, 75% stayed for at least a year.

Just over three in five respondents said they would not consider a counter-offer from their current employer after accepting a new job offer.

Honoring the commitment made to the new company, lack of confidence in the current job offering future job satisfaction or achieving long-term career goals, or the fact that the reasons for leaving could not be overcome, are the main factors that influence the decision.


Robert Walters said 2021 saw attrition rates increase due to increased demand for local talent as expats returned home for good, limitations on travel, visas and work permits and more and more employees changing jobs – a recurring trend observed in countries that have emerged from bottlenecks.

But the hiring market in 2022 should calm down slightly after a “turbulent boom” in 2021.

Mr Tan said the pandemic has decimated many businesses and, in turn, affected opportunities for workers here. And as the borders reopen, many companies could start bringing in foreign talent or bringing in other workers from the region, as remote working has been made possible.

However, Mr Choo estimated that the market would pick up “significantly” and that momentum in 2021 will continue until 2022 as the region’s economies rebound. This in turn will translate into increased employment opportunities, he said.

With the growing shortage of professionals with skills in areas such as technology, automation and analysis, salaries in these areas are expected to “increase dramatically” due to the talent shortage, he added.

For professionals who change jobs in other sectors, salary bonuses of 10 to 15 percent are expected.

Mr. Monty Sujanani, Country Manager at Robert Walters Singapore, said: “By engaging with existing employees, we are encouraging companies to take a more proactive stance to register regularly and to have open and transparent discussions on areas. such as career progression and job satisfaction. This will certainly go a long way in minimizing the need for counter-offers later on when they step down.

“When it comes to interacting with potential hires, act quickly, keep the interview process short, and maximize every engagement opportunity. Keep hiring and investing for the potential, and for niche skills that aren’t in the local talent pool, consider programs that help bring Singaporeans with those skills back from overseas.