Wellbeing is the new KPI: How Singapore’s healthcare sector is hiring differently

Across the globe, what workers value in their careers is changing. Professionals in the healthcare sector are increasingly seeking roles that prioritise work-life balance, mental wellness, and personal growth, often placing these above the traditional markers of success, such as job titles and salary.

Singapore’s healthcare sector, long recognised for its demanding work environment, is feeling this shift acutely. Employers are responding by weaving wellbeing into their hiring strategies, offering flexible schedules, hybrid work options, wellness programmes, and supportive workplace cultures. This strategic shift in hiring practices will help organisations build a more resilient and future-ready workforce.

According to our Talent Trends 2025 Report: Complete on Clarity, the no.1 factor employees value most when thinking about their current job is work-life balance, followed by wellbeing and mental health. And when thinking about work in general, professionals consider work-life balance most important, followed by a competitive salary.

Clear career progression and purpose-driven work are also becoming critical for attracting and retaining talent. To explore how these global trends are reshaping local hiring practices, Vanessa Chan, Consultant at Michael Page Singapore, shares how healthcare employers are evolving to meet the changing priorities of today’s workforce.

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Q: How are healthcare employers in Singapore integrating wellbeing into their hiring strategies, beyond traditional compensation packages?

Vanessa: There’s a clear shift from purely financial incentives to holistic wellbeing strategies. Employers are introducing flexible work arrangements, such as hybrid models, flexible schedules, and planned shift rotations.

Mental health support is expanding through counselling services and wellness programmes, while workplace culture initiatives, such as mentorship and team-building, are gaining focus. 

Even workspace design is evolving, with calming spaces featuring natural light, greenery, and quiet zones to reduce stress and create a supportive environment for healthcare professionals.

Q: Have you observed a shift in candidate priorities in the healthcare sector?

Vanessa: Healthcare professionals – especially younger talent and returnees – are placing a greater emphasis on wellbeing, with burnout prevention and mental health support now non-negotiable, even in high-pressure roles. 

Flexible scheduling and hybrid work are expected, alongside purpose-driven roles that deliver tangible impact, from improving patient outcomes to advancing medical innovation. Clear career pathways, ongoing training, and leadership development are also top priorities, as candidates want assurance that their growth is being invested in.

Q: What types of benefits or policies are proving most effective in attracting and retaining healthcare talent in a high-pressure environment?

Vanessa: Flexibility, whether through hybrid work arrangements, flexible scheduling, or shift options, is a key attraction for many. Mental health support, including wellness rooms, counselling, and wellness leave, is central to retention. Benefit packages are also evolving, with options such as stock grants, transportation allowances for shift roles, and ergonomic equipment stipends. 

Family-friendly policies, including return-to-work programmes and birthday leave, are resonating strongly with today’s workforce.

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Q: Given the talent shortage in healthcare, how can organisations stand out as employers of choice while still balancing operational demands?

Vanessa: To stand out, healthcare organisations need strong employer brands that highlight purpose, inclusivity, and impact. Sharing patient success stories and employee contributions can boost appeal, while technology – from telemedicine to AI diagnostics and remote monitoring – eases staff workloads. 

Flexible career paths, clear growth opportunities, and continuous learning support retention. Partnerships with universities and polytechnics help build early talent pipelines.

Q: How are private and public healthcare employers approaching wellbeing differently in their recruitment messaging and practices?

Vanessa: The public sector emphasises service to the nation, community impact, long-term stability, and structured progression, with wellbeing initiatives like mental health programmes, compressed workweeks, job-sharing, and clear development pathways. 

Private sector employers focus on innovation, agility, and personalisation, promoting flexibility, work-life integration, and inclusive cultures. Many offer hybrid or remote work for non-clinical roles, digital wellbeing platforms, mental health leave, parental leave top-ups, and flexible return-to-work programmes.

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Q: Are there particular roles or specialisations within healthcare where wellbeing-focused hiring strategies are especially critical or in demand?

Vanessa: Yes, several roles stand out. In clinical operations and R&D, for example, we’re seeing demand for ergonomic lab setups, wellness spaces, and remote monitoring tools that reduce onsite requirements. 

For nurses and allied health professionals, shift flexibility and peer support groups are essential. Even in commercial roles – especially regional ones based in Singapore – flexible hours and hybrid work arrangements are now expected.

Q: What advice would you give to healthcare employers looking to strengthen their employer brand by prioritising wellbeing moving forward?

Vanessa: Wellbeing should be central to employee value proposition, supported by empathetic leadership and management training that fosters a culture of care and support. Use data to track employee needs and adjust policies accordingly. 

Make your purpose clear, engage with educational institutions early, and showcase wellbeing visibly through testimonials and storytelling. Flexibility is now a key competitive advantage, so highlight hybrid work and family-friendly policies in your recruitment efforts.

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Prioritising wellbeing in healthcare hiring for long-term success

Moving forward, it's clear that wellbeing is no longer a perk but a fundamental pillar of effective recruitment and talent retention in Singapore’s healthcare sector. By fostering a culture of mental resilience and providing robust mental health support, employers can meet their business needs while creating a more sustainable and productive environment for their employees.

As highlighted by bodies like the Singapore National Employers Federation and the National Trades Union Congress, and with guidance from the Ministry of Manpower, it's critical that organisations provide resources, training, and programmes that offer comprehensive wellbeing support, encompassing both physical and mental wellness. Managers need to be equipped with the skills and tools to lead and grow a supportive work environment, while also ensuring clear career opportunities and professional development.

For companies seeking to attract and retain the best talent in this competitive market, prioritising wellbeing in hiring and employment support is not just a strategic advantage – it’s an ethical responsibility that will ultimately contribute to the health and wellbeing of the entire community.

This article was done in collaboration with CareersCompass.

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