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Announcement: Scam Alert!

gjc on November 2, 2022

Good Job Creations (GJC) is aware that people are being contacted with fake messages or job offers of employment from individuals and organisations claiming to represent GJC. GJC’s name and logo have been used on the documentation without authority. Fraud messages and emails may seem realistic and could be mistaken as the truth. If the message is suspicious or the job offer appears too good to be true, it is likely a scam. The tactics used by scammers are constantly evolving. We urge everyone to be cautious and stay vigilant!

What steps can I take to protect myself against scams?
– Singapore smartphone users can download ScamShield (https://www.scamshield.org.sg/), an anti-scam product developed by the National Crime Prevention Council and Open Government Products
– Do not respond to text messages and calls from unknown numbers
– Do not click on any external links from unknown contacts
– Never give away personal or financial information until you can confirm that individual’s identity
– Never transfer money to people you do not know or have not met
– Job offers will only be made after you have gone through an interview process
– Cross-check with our employee database on our website and the Singapore Ministry of Manpower (MOM) Employment Agencies Directory
– If you’re unsure about whether the job or user who reached out to you is legitimate, contact us directly by call (6258 8051) or email (enquiries@gjc.ppclander.com)

What should I do if I receive a suspicious email or message?
– File a report directly to the Singapore Police Force or ScamShield
– Inform GJC personnel by call (6258 8051) or email (enquiries@gjc.ppclander.com)

You may also read Good Job Creations’ data privacy statement here on how we handle personal data.

Importance of open conversations about mental health in the workplace

gjc on April 28, 2021

Sometimes when we talk about health, we forget that it is not just about blood pressure, diabetes, cholesterol levels, and the likes. Mental health is equally important, but there is not enough awareness and open conversations surrounding the topic. Far too often, such discussions are considered sensitive or even taboo in some societies, and the traditional stigma is that it is often seen as abnormal. It is not an easy subject to talk about at home or work; therefore, we overlook individuals’ mental health issues.

Despite having plenty of treatments available, primarily due to fear of stigma, nearly two-thirds of affected people refuse to seek help from a professional.

The world is trying to increase the awareness of mental health, as, over the past two decades, suicide rates have risen, with the pandemic accelerating the already dire crisis. Abrupt changes to lifestyle, blurring of boundaries between private and professional life, society expectations, burnout from work, social isolation, and fear of financial security could result in employees’ increased tendency to experience depression and anxiety-related behaviours.

From an organisational perspective, not giving heed to employees’ mental health can be very costly. Many employers are still unaware of how widespread mental health problems are, even in the workplace. Others may be aware, but the common obstacle is that they do not know how to deal with such issues. The impact on employee’s mental health varies based on their working environment and occupational role.

Workplace culture plays a crucial role – there must be constant communication between employers and employees. Employers must also be able to recognise signs of employee burnout, such as:

  • Withdrawing from other people
  • Irregular eating patterns
  • Irregular sleeping habits
  • Inability to enjoy activities that previously seemed to be enjoyable
  • Decreased work productivity, motivation level and focus
  • Heightened physiological anxiety
  • Difficulties in making decisions or finding solutions to problems
  • Significant changes in mood, energy or eating habits
  • Substance abuse

In the graph by WHO Health Workplace, we see how a cycle of positive employee well-being increases work productivity and benefits the business as a whole – imagine a brainstorming session with a team full of energy and inspiration.

There is a need for two-way symmetrical communication in the workplace. The aim is to educate on workplace well-being and mental health, provide knowledge on the issues, deal with burnout and anxiety, encourage and improve willingness and comfort to have open conversations about such topics. Avoid making assumptions and keep yourself updated with accurate information.

Companies should prioritise employee well-being, and the first step is to acknowledge it is crucial, and there is a need to create a safe space for employees to have open conversations. However, just acknowledgement is not enough. Actions are needed – have regular check-ins with employees in person or online, and hold meaningful conversations instead of surface questions.

Employers can loop in employees in preparing post-pandemic business plans, giving them a sense of control, help foster positivity, and reinforcing team cohesion. Employers should also provide clear and transparent information to employees to reduce the fear of the unknown.

Organisations need to cultivate a workplace with zero tolerance for discrimination to prevent stigma, protect employees and promote well-being in the workplace.

Written by Rose (Corporate Communications Lead)

Photo by Christina Morillo from Pexels

Importance of open conversations about mental health in the workplace

gjc on April 28, 2021

Sometimes when we talk about health, we forget that it is not just about blood pressure, diabetes, cholesterol levels, and the likes. Mental health is equally important, but there is not enough awareness and open conversations surrounding the topic. Far too often, such discussions are considered sensitive or even taboo in some societies, and the traditional stigma is that it is often seen as abnormal. It is not an easy subject to talk about at home or work; therefore, we overlook individuals\’ mental health issues.

Despite having plenty of treatments available, primarily due to fear of stigma, nearly two-thirds of affected people refuse to seek help from a professional.

The world is trying to increase the awareness of mental health, as, over the past two decades, suicide rates have risen, with the pandemic accelerating the already dire crisis. Abrupt changes to lifestyle, blurring of boundaries between private and professional life, society expectations, burnout from work, social isolation, and fear of financial security could result in employees\’ increased tendency to experience depression and anxiety-related behaviours.

From an organisational perspective, not giving heed to employees’ mental health can be very costly. Many employers are still unaware of how widespread mental health problems are, even in the workplace. Others may be aware, but the common obstacle is that they do not know how to deal with such issues. The impact on employee\’s mental health varies based on their working environment and occupational role.

Workplace culture plays a crucial role – there must be constant communication between employers and employees. Employers must also be able to recognise signs of employee burnout, such as:

  • Withdrawing from other people
  • Irregular eating patterns
  • Irregular sleeping habits
  • Inability to enjoy activities that previously seemed to be enjoyable
  • Decreased work productivity, motivation level and focus
  • Heightened physiological anxiety
  • Difficulties in making decisions or finding solutions to problems
  • Significant changes in mood, energy or eating habits
  • Substance abuse

In the graph by WHO Health Workplace, we see how a cycle of positive employee well-being increases work productivity and benefits the business as a whole – imagine a brainstorming session with a team full of energy and inspiration.

There is a need for two-way symmetrical communication in the workplace. The aim is to educate on workplace well-being and mental health, provide knowledge on the issues, deal with burnout and anxiety, encourage and improve willingness and comfort to have open conversations about such topics. Avoid making assumptions and keep yourself updated with accurate information.

Companies should prioritise employee well-being, and the first step is to acknowledge it is crucial, and there is a need to create a safe space for employees to have open conversations. However, just acknowledgement is not enough. Actions are needed – have regular check-ins with employees in person or online, and hold meaningful conversations instead of surface questions.

Employers can loop in employees in preparing post-pandemic business plans, giving them a sense of control, help foster positivity, and reinforcing team cohesion. Employers should also provide clear and transparent information to employees to reduce the fear of the unknown.

Organisations need to cultivate a workplace with zero tolerance for discrimination to prevent stigma, protect employees and promote well-being in the workplace.

Written by Rose (Corporate Communications Lead)

Photo by Christina Morillo from Pexels

New Year, Better Me

gjc on January 27, 2021

A month into the new year, where are you with your new year resolutions? Like many others, you have probably recommitted to your goals with conviction. Perhaps, you have vowed to get more fit, get promoted or get that work-life balance you always wished you had. Do you see any changes in your habits, and have you taken any steps towards what you aimed to achieve in this new year? Or are you one of the many guilty of listing resolutions but never achieving them? Do not feel bad, for you are not alone in this situation. Whatever your aspirations, we all know that change is hard.

It is not about shedding off our past – for it is our experiences and failures that forged us to be who we are today but to work towards a better version of ourselves. Instead of the archetypal “New Year, New Me”, I invite you to consider “New Year, Better Me”! The right choices coupled with a subtle mindset shift and deconstructing macro-goals can bring about significant changes, promoting a better version of ourselves this year.

Mindset Shifts

A subtle shift of perspective can make a whole world of difference in how you feel and advance with anything in your life. It sounds too good to be true, but fortunately for us, it is valid.

By engaging in a bit of creative framing, we can think of discomfort as a sign of goal progress instead of poor performance. However, it is also essential to know one’s limits when the discomfort is a sign of progress and when it is a sign to stop.

A subtle shift of mindset and framing can also be applied to failures. When we encounter a setback, we have many excuses and ways to explain them. We like to frame it so that the blame lies on external factors and other people. What could be a mere setback could quickly escalate to full-blown anger and indignance.

People hate to fail and admit their failures to others and themselves; this is dangerous as you cannot learn from failure by not acknowledging it. It can snowball into a big mess of mistakes in the future. Failures are an integral part of success, and therefore it is crucial to embrace them. Mark Zuckerberg, the founder of Facebook, advises his employees not to “Don’t fail” but “Fail faster”. We should not be too harsh on ourselves. The right frame of mind is to but frame it as experiences we can learn from and mistakes we will no longer make.

A mindset shift is something that you can do right today. Whenever you think of something that you dread to do, you reframe it in your mind. Instead of thinking you have to make time out of your busy schedule to meet a client, you reframe it; I get to meet this person, I get the privilege of meeting the HR of this company. When you learn how to reframe your outlook on things, no matter how tiny they are, the changes in how you think of yourself, your experiences, and opportunities, leads to transformation.

Another experiment you can try out today is to stop reinforcing an identity. The more we think we cannot do, we will not be able to do so. I often thought of myself as someone who could not draw as my art results during my school days were never fantastic.

When asked, I constantly said that I could only draw stickmen. It almost became a badge of honour that I was terrible at drawing. Until one day, I realised that it was always a matter of perspective. Moreover, learning that there was always a trick in learning how to draw. For example, I could not draw something as simple as a chair. But what held me back was because of my understanding and expectation of what a chair should look like. I saw a stark improvement in my sketch when I flipped a photograph of a chair upside down — a subtle shift in perspective but colossal progress. I cannot say I am ready to be the next upcoming artist, but I no longer proclaim that I cannot draw. Till today, I am still pleasantly surprised by it.

Choice

You should take stock that there is something much worse than failing to do something challenging, and that is the conscious choice not to attempt it because you fear failure. Be afraid that you did not try. You can choose to lament how you hate doing something, or you can choose to enjoy it by just making a few tweaks to it.

For example, I hated doing the dishes because it felt like a chore and a waste of my precious time. Still, it had to be done. So, I made it into a game. I added a difficulty level to the day’s dishes based on the number of cutlery and cookware in the sink and gave myself a timeframe to complete it. I even felt satisfaction when I could achieve more within a shorter time. Gamification is just one method. Ultimately, you have to understand that only you have the power to change how you choose to tackle obstacles and setbacks.

We tend to lament that many things can go wrong because of external factors. However, we also need to recognise that there is still a lot under our control. We can choose to concentrate on that, choosing to solve problems. You can try it this week; when something seems to be going wrong, and you feel that the situation is out of your control, choose to focus on what is under your control and think of just one way to improve the situation. It can be as simple as – I want to go to the mall, but it is raining. I cannot stop the rain, but I can use an umbrella. It will soon become an ingrained habit of yours to respond to obstacles in this manner, and things will take on a more positive outlook.

Deconstructing of Macro-goals

We talked about how difficult it is to change or achieve resolutions. It can feel like a massive obstacle, and we end up putting pressure on ourselves. Either to go big or go home, right? These big expectations are unrealistic. Overtime, we feel disheartened and slowly lack the drive to work towards those goals that are set. But at the start of every new year, we promise ourselves that it will be different. We set resolutions, and the vicious cycle repeats itself.

It is all about breaking down your resolutions and shifting your focus through categorisation. When you untangle macro-goals, you change how you can achieve them. Not only that, but you also help set up an entirely different expectation as these micro-goals are eminently doable.

A realistic expectation is key, and it is a process to become a better version of yourself. Do not pass judgement on yourself if you are unproductive on some days – there are always slow days, and it is more important that you do not stop. As it builds up to become a routine, you no longer need to think about it. Habits and consistency create powerful anchors for the recurring internal mechanisms within our bodies.

Forget big goals; it is the breaking down into micro-goals and stacking of tiny habits that make significant changes to your life. You can think of it as a form of identity change – it is about whom you believe yourself to be and your journey towards creating a better version of your current identity.

Achieving them may still require drive and time, but it is mostly a matter of self-discipline and persistence. Resolutions no longer feel unreachable and daunting. So take a look at your resolutions for 2022, and break them down into small goals that you can achieve. It can also help if you set and write down daily goals before starting your day. I encourage you to try this exercise now; better late than never!

It has been a demanding period filled with ups and downs, and its unpredictability has been tough on us all. Be good to others but remember to be good to yourself first. Sometimes, it is hard for us to think about ourselves. But it is crucial to put aside unhelpful expectations and appreciate or enjoy things we have planned for ourselves. I hope you can kickstart your journey towards a better version of yourself this 2022. Starting is difficult, but it is easier to keep going once we get past that hurdle!

Written by Rose
Corporate Communications Lead

[Interview] Critical Thinking in the Workplace – Training Course

gjc on September 7, 2020

Good Job Creations (GJC) sent some senior members to a Critical Thinking course, held virtually over two weeks. 

I reached out to the managers who had handpicked their members to attend the training, their reasons and future considerations. The members who had the opportunity to participate in the course also shared their thoughts, expectations and takeaway points. 

Tell me more about the course, your thoughts on it, and how members from your team were selected to attend. Will there be more of such training & courses for GJC members in the future?

Gabriel (General Manager): I selected my members based on their leadership or coaching role in GJC, and it was satisfying to see everyone actively participating during the course. It is crucial to applying what they have learnt to their daily work. There will be other training courses in the future for our members as we encourage the upgrading of skills and knowledge. 

Joshua (Manager): I believe that the senior members I’ve sent for the training have the apparent potential for fast growth and contribution to the team. We want our future leaders to be able to create a great structure and culture for the team; to further enhance their capabilities to think critically, communicate effectively, and resolve problems. GJC will continue to send our members for such courses to broaden their knowledge scope, to nurture and give their continuous learning opportunities. 

How well did the content that was delivered match what you were promised when you registered? How much new information did you receive in the training course?

Tan Ying: The content was pretty much what I expected before attending the course, as we were provided reading materials and some pre-course assignments to work on beforehand. However, there were some additional content and smaller case studies/ questions and trivia that served to reinforce the trainer’s teaching points, which I felt were delivered quite effectively. Also, as there was a lot of group work and additional input from different participants, I managed to grasp a lot of new information from various perspectives.

Kane: The content was what I would expect from a critical thinking course – breaking down issues and tackling problems in real-life situations. The methodology and concepts shared were new to me, and it was overall, an interesting course that made me think more in-depth when tackling work. 

Bowie: Content was new to me, and it enabled me to have a new way of thinking. The concepts taught got me to break down things in a simpler yet more efficient manner, and this will allow me to tackle future problems effectively.

Were the topics covered relevant to you? How actionable was the information you received in training?

Junhao: The topics covered during the training were definitely relevant. Something that stuck with me most about persuasive communication was, “Say what your audience wants to hear; say what we should say and not what we want to say”.

Vivien: Yes, it is relevant, and I have already used the concepts and 

approaches for my work – processes are smoother, work is more efficient and effective. 

Elaine: Yes, the topics covered are applicable for me as they help me to structure my thoughts and understand my audience and what they want to hear. It reminded me that effective communication should have a good structure and supporting evidence. 

What do you think was the most important and helpful information you took away from the course? How has the course helped you so far in your job, and what is another course that you are keen to attend?

Shiori: One of my takeaway points is that before starting any discussion, it is imperative to define the issue and stick with it and to organise one’s thoughts. 

Lynette: Identifying the correct problem and not stray when trying to solve it. I am keen in negotiation and persuasion courses.

Sherri: Making use of the logic tree in problem-solving and breaking down with MECE to identify more critical/essential elements. I would wish to attend courses on negotiation skills in future.

What did you expect from the course before going in, and what are your thoughts post-course? 

Leonard: It was very much more interactive and informative that we expected, and our very approachable trainer made the course fun and interesting. I gained new knowledge from this training course and am appreciative of the chance to attend it. 

Kenta:  I was expecting more of lectures, but going in, I realised that it was a constant exchange of knowledge and experiences, discussions and exercises that help to deepen my understanding and application of critical thinking which are useful for executing my tasks at GJC. The training has enhanced my skill set, and I value all the knowledge I took away from the course. 

What impact do you see this course has not only on the attendees but also on GJC?

Mike: I believe after attending the course, subconsciously, we become mindful about logical thinking and critical thinking. Thus, leading to our conversations or way of thinking more precise and exact. I believe if the attendees can keep practising it inside the office, then definitely the juniors or team members will follow their seniors or leaders as well which is a tremendous impact to the whole GJC in the end.

Yoke Hui: Attendees who possess the skill of critical thinking will have a positive influence on the surrounding people such that it can improve the overall effectiveness of the communication. Therefore, I believe that through this course, conversations can be carried out more effectively in GJC. 

Written by Rose

Interviewed Members: Gabriel, Joshua, Tan Ying, Elaine, Lynette, Yoke Hui, Sherri, Kenta, Shiori, Mike, Jun Hao, Kane, Vivien, Bowie, Leonard

About Good Job Creations

Established in 2006, Good Job Creations has grown from its humble beginnings with a team of 3 members to its current standing as part of a growing organisation with global outreach in Singapore, Japan, Myanmar, Malaysia, and Australia.

The team of earnest individuals with different strengths and expertise brought together by a shared belief – “Your Possibility, Our Passion”. With dynamic teamwork, positive attitude and personalised support, Good Job Creations can assist in the growth of both businesses and individuals.

Contact
Rose, Business Support & Marketing Executive
(65) 6258 8051

[Interview] GJC reached out to job seekers in the heartlands of Singapore

gjc on July 24, 2020

Good Job Creations (GJC) partook in our very first recruitment drive in the heartlands aimed to support the career matching for mature workers. Held at Boon Lay Community Centre on July 18th, the event Heartland Jobs and Social Support is a joint partnership of NTUC and e2i initiatives on a nationwide scale to bring job accessibility and digital skills opportunities to vulnerable groups of job seekers.

I spoke with our members who have participated in the event, and they have eagerly shared their reflections and observations pre, during and post-event. Right after the interview, Good Job Creations has affirmed our participation on August 1st & 8th and look forward to contributing to the social support to fellow Singaporeans!

Tell me more about the event and what how Good Job Creations (GJC) got involved.

Joshua: The event is called Heartland Jobs and Social Support and was held at Boon Lay Community Centre. It is meant to reach out to the vulnerable groups of job seekers such as the mature workers who might require support and access to online job opportunities. 

In my 13 years in recruitment, I have had many opportunities to speak with various experienced candidates. And the common lament was that they have rich experience to contribute, but for many, the lack of digitalisation skills kept them behind the playing field. 

I feel deeply about supporting this group of fellow Singaporeans and decided that besides supporting our mature candidates, GJC can extend our support out to the community as well. I wrote to our Ministers, and there were very supportive of our request and invited us to the event, and upcoming recruitment drives across the island and in different phases. There were five Guests of Honour (GOH) who attended and interacted with the attendees, namely: Minister Desmond Lee, Minister Iswaran, MP Ang Wei Neng, MP Foo Mee Har and MP Patrick Tay. We are honoured to be the only Employment Agency being invited to grace the occasion. 

What do you think GJC brought to the table (event) for the attendees? 

Elaine LSE: Most of the participating companies are mainly hiring for permanent positions, GJC as a recruitment firm with an extensive portfolio of functions across different industries, was able to provide more options to the attendees, with the choice of temporary/contractual and permanent opportunities. For attendees who were unable to find any suitable roles on site, they left their details with us so that our consultants can reach out to them upon a new fitting vacancy. 

What did you expect from the event before going in, and what are your thoughts post-event? 

Gabriel: As it is a recruitment drive in the heartlands, I was expecting a handful of companies present. I am heartened to see seven companies, including GJC, reaching out to the mature workers in the neighbourhood. From my observations and conversations with the crowd, I understand that many of them are in their 50s. Overall, it was a positive and eye-opening experience for GJC. We are grateful for the chance to extend our reach into the heartlands of Singapore and also to work on initiatives on a nationwide scale. 

Which elements of the event did you like most? Please share a bit more about it. 

Sibyl: Through this event, we had the opportunity to reach out to and assist even more job seekers that are generally less familiar with technology and online tools to access more job opportunities. Some of the participants were skilled workers that matched the portfolio of what our clients were looking for. It was also great to have the chance to bring our brand out to the heartlands of Singapore and to work with e2i and NTUC. 

How was the atmosphere like at the event? 

Mike: The atmosphere was very energetic and bright, especially when the Ministers and MPs came by and interacted with everyone. The attendees were actively interacting with all the booths and personnel at the event, and it was great to listen to different perspectives and experiences. Most importantly, the event was organised with safety measures in place, and all of us could participate without any anxiety. 

Did you have any interesting conversations with any of the attendees?

Iris: I had the pleasure of speaking to one attendee who shared his story and journey of him setting up a company after the SARS period, his perspectives on changing of employment, AI, the transformation of the business model and how Singaporeans should adapt to these changes. He added that he had tried his best to provide employment opportunities for the past few years, yet due to the outbreak of COVID-19, he too had to seek employment as well. 

His emotions, positivity and sheer determination were felt throughout our conversation. Despite all the struggles and obstacles, he went through, he never stopped. He represents the spirit of how Singapore fights through hardship, and we all should believe that we could get through together.

What are your thoughts on the event? Are you keen to participate in one of such events in the future?

Sinnie: Most of the attendees are mature workers, but they were filled with positive energy throughout the event. Regardless of the weather and the queue due to the extra safety measure, everyone was patient and orderly. Yes, definitely! It was great to contribute as a team to make this event a success. 

What impact do you see this event has not only on GJC but also on the attendees?

Kane: GJC was able to reach out to the more vulnerable groups of job seekers – we bring the service to them instead of making them seek us out. The physical interaction and conversation gave them more assurance on seeking support and guidance. 

What are the numbers for the event? 

Bowie: I believe that an estimated 200 attendees turned up for the event that day, and we managed to speak to and offer opportunities to at least 45 of them.

What was your role during the event, and what are the safety measures for COVID-19 during the event?

Leonard: I participated as a photographer; to capture the precious moments and interactions during the event. The safety measures implemented at our booth included the 1-metre distancing between chairs for the participants to wait in to speak to our consultants. There was also a plastic panel installed between the participant and our consultant for additional safeguarding. 

What is one thing you observed during the event that stuck out to you or surprised you the most?

Kenta: The one thing that stood out to me during the event was the number of people that turned up. Also, my current role as a Business Development Executive means that I interact mostly with our clients, so it is a rare opportunity to connect with job seekers.  I was also pleasantly surprised that the Ministers and MPs graced and supported the event, spoke not only to organisers but to all the attendees and companies. Thank you for letting us attend this fruitful event!

As the Managing Director of GJC and also a participant at Heartland Jobs and Social Support @ Boon Lay CC, what are your final thoughts about GJC’s participation in this event and future events?

Shibazaki: It is an excellent opportunity for our members to be on the ground, to understand better and experience the current market situation. In a more profound insight, participation in the event brought us an even stronger sense of awareness of the bond between us, recruitment professionals and the society. We will keep participating in such activities. We are committed to having a more significant and positive impact on the market and community as we continue to expand our business. 

Written by Rose

Interviewed Members: Shibazaki (Managing Director), Joshua, Gabriel, Mike, Kenta, Sinnie, Sibyl, Iris, Elaine LSE, Bowie, Kane and Leonard

About Good Job Creations

Established in 2006, Good Job Creations has grown from its humble beginnings with a team of 3 members to its current standing as part of a growing organisation with global outreach in Singapore, Japan, Myanmar, Malaysia, and Australia.

The team of earnest individuals with different strengths and expertise brought together by a shared belief – “Your Possibility, Our Passion”. With dynamic teamwork, positive attitude and personalised support, Good Job Creations can assist in the growth of both businesses and individuals.

Contact
Rose, Business Support & Marketing Executive
(65) 6258 8051

If looks could kill, don’t let it be in an interview: dressing right to meet your potential employers

gjc on May 13, 2020

When we get called for interviews, we instinctively know we have to dress up in proper “formal business attire”, but especially if you’re a first-timer, you might be wondering, what exactly does that mean, and how does it look like? Here are some general pointers you can take note of!

  1. Colour

    It’s best to avoid wearing flashy colours. To check for this, put on your outfit, then ask someone to stand at a distance and look at you. If your outfit stands out from your overall profile or is glaring to that person, you should probably change out.
  1. Prints

    It’s best to go for something without patterns, or at least patterns that are not so noticeable. Again, you can use the “distance test” from the previous point: if your prints stand out or are still obvious from afar, you might want to change into something more plain.
  1. For females: dresses

You don’t always have to be wearing a long-sleeved blouse and business bottoms. Dresses are acceptable too, as long as they are not too short or revealing; sleeveless dresses are also fine if you’re wearing a blazer over it.

  1. For males: neckties

Some say that neckties are essential in formal wear, while others say it’s best to wear one just to make your interviewers remember you – but it really depends on the role you’re applying for. If you’re looking at banking and finance jobs, then it might indeed be important to wear one, but if you’re aiming for e-commerce, you can afford to drop it.

  1. “Do people wear that?”

One final check is to look at your overall outfit and consider if this is what people working in that industry or role would wear to work on a daily basis. The definition of “formal” varies with specific jobs and/or industries, so don’t be too quick to apply a one-size-fits-all attire solution to all your interviews; consult someone familiar with that job if necessary!

If you’re still unsure on how formal you should go after everything, you can make it a point to always dress one level more formal – after all, you won’t go wrong with playing it safe. Of course, apart from your clothing, don’t forget to comb your hair neatly and wear clean shoes! We hope this helps, and wish you all the best for your interviews!

Written by Rose and Charis

Good Job Creations’ Corporate Video is Out!

gjc on April 17, 2020

Singapore, April 17, 2020 – Last November, the members of Good Job Creations spent a few afternoons downstairs our office in Clarke Quay filming various scenes of our members around the area. After a few bouts of video-editing and reviewing, we are proud to announce that Good Job Creations now has its very own corporate video, done entirely by our staff. Kudos to everyone for the hard work!

In this video, you’ll have a chance to meet the different teams in our company, with the members of each team dressed in the same colour. At the end, all of us come together at a single location, signifying how, despite our different backgrounds and job scopes, we are all part of one big Good Job Creations family. Indeed, it is with such a diverse but united family that life at Good Job Creations is never dull, but ever full of vibrancy and colour.

Without further ado, sit back, relax, and enjoy our corporate video!

Article by Charis Soon

Please take note of our new address here.

Good Job Creations’ efforts during this COVID-19 Circuit Breaker

gjc on April 14, 2020

Thank you for your continuous support of Good Job Creations.

As the representative of the firm, I would like to address our countermeasures and to share our solidarity in this trying time.

The Circuit Breaker implemented on 7th April to minimise the further spread of COVID-19 has brought about uneasiness and restlessness. This global pandemic also caused a substantial impact on many businesses and the uncertainty of this unprecedented situation. It also troubles me that this continuous exposure to negative media may cause psychological distress to many.

Without exception, I am also busy with the multitudes of correspondence, and there are days where I feel that I cannot see beyond this darkness. Good Job Creations has also received many requests for the temporary suspension of support.

In our firm, every individual has his or her circumstances and reacts differently in the time of a crisis. I recognise the difficulty to come up with policies and countermeasures that can meet every individual’s satisfaction. With this unprecedented crisis and the ever-changing situation, we are finding ways to ease the worries of our members.

We need to stay calm, consume only the facts, to understand the situation better and to come up with the next steps. For example, the Singapore Government is continuously coming up with grants and subsidiary schemes for businesses. As such, even the smallest of hope can always be found in the darkest of times.

Regardless, we will continue our daily operations and provide support in any form. We will do our utmost and support any of your concerns; be it on recruitment, workforce reduction, welfare & benefits any other personnel affairs. Despite the current situation, we can assure you that there are many ongoing interviews in the form of video interviews and other methods.

I have conveyed the seriousness of the current circumstances and sought the support of my members not to feel defeated but to be proactive in their work. We will continue with any planned recruitment and training remotely while preparing for when the market picks-up.

Fortunately, our team of 50 members have yet to have a single case of infection, but we will continue to comply with the regulations set by the Government strictly and exercise social responsibility.  In the meantime, Good Job Creations will continue to provide the same full support to every client and candidate.

I am very grateful for your continuous support and hope we can all do our part to overcome this crisis together.

With best regards,

Good Job Creations (Singapore) Pte Ltd

Managing Director, Kimiya Shibazaki

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