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DGG Interviews: Understanding the Millennial Employee – Vivek Iyyani

Posted Posted in DGG Interviews

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Unless you have been living under a rock, you would have heard of or experienced the millennial story in the workplace. With a growing number of millennials in the workforce, this topic seems to be rapidly gaining steam every day.


Yet, a disconnect between millennials and the workforce is present today as well. This stems from differences between:


1) Millennial expectations that do not fit the reality of the present-day workforce, and

2) Workplace practices that are not well-adapted to new-age millennials


In this article, DGG Resume is privileged to have Vivek Iyyani, a Millennial speaker and coach, share with us his insights and advice on this topic.


Millennial Vivek 1

Quick Introduction:

Vivek started off his career by working as a freelancer in training companies, conducting leadership workshops for various schools for 4 years. During the same time, he completed his degree in Psychology.


After his graduation, he took a plunge into entrepreneurship and focused on helping Millennials get understood at workplaces. He did so by conducting training for them and their managers on the Millennial Mindset.


To get a better understanding of this topic, we will be focusing on a few areas:

  1. How millennials are different from previous generations;
  2. How can millennials be better prepared for the workplace; and
  3. How employers can better engage with millennials


Sit tight and enjoy this millennial ride!


Why And How Are Millennials Different?

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For a long time, we can observe that millennials today are different in the workplace. They work differently, interact differently, and are motivated differently. But where did this come from, and exactly how are they different?


Vivek explains that the key differences between millennials and that of previous generations lies within their upbringing and economic context.


“The only difference is that we millennials grew up much more empowered. It has to do with the economy we grew up in. There was no burden for Millennials to worry about an iron rice bowl or a roof over their head because their parents provided for all of that.”


Millennials enjoy this comfort in having their basic needs fulfilled. As such, they tend to have higher expectations for jobs, beyond salary itself.


This also refers to the Maslow’s Hierarchy of needs: where their materialistic needs are satisfied and are seeking higher level goals.



“They want cooler experiences and to do things with a sense of purpose. When they’re unable to identify their purpose, they do get lost with the number of options and opportunities out there as well as not knowing if what they’re doing is impactful or purposeful. All of this confusion leads them into what we know as the quarter life crisis.”


Simply put, given their relative economic comfort, millennials are motivated by aspects beyond just pay today. They are looking for more.


“When times are bad, it’s easy to retain staff. But when times are good, it’s a lot more challenging to keep your top talents.


Companies need to know that Millennials are motivated differently, they have different expectations, they communicate differently, and their working styles are significantly different from the earlier generations.”


Advice For Millennials

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Workforce Expectations vs Reality


For millennials, the workforce isn’t as sweet, rosy and comfortable as school was.


Vivek shares that millennials typically get a culture shock when they enter the workforce. Millennials are often used to a guided structure. But managers in the workplace might provide less guidance than expected.


“Their managers may seem as if they’re not as empowering as their teachers or professors from back in school. That’s because Millennials were so used to being guided and coddled as a student that they expect the same at the workplace.


Their expectation is:

As a Manager, you’re supposed to be part of their success and guide them towards it.”


This gap between their expectations and reality may lead to negative consequences. Many millennials may fall into the trap of becoming disillusioned and feeling disempowered. This can lead to a negative spiral that can be hard to recover from.


“They start realising that they’re not as special as they thought and start thinking that they don’t have much to contribute. A dip in self-esteem is seen that can affect work performance.”


Millennials Work Life Preparation


Since work life could be less than what many millennials expected, is it all bleak and hopeless? Definitely not!


Millennials can pick up preparation strategies to excel in the workplace as well.


Here’s how:


Vivek encourages one key strategy to excel at work:

Interpersonal and relationship-building skills.


“Go beyond ‘Hi’ and ‘Hello’ and build a relationship that brings about trust. It is a long and meandering process, but it’s very important because your boss is someone you barely knew but has a high amount of control over the direction of your life. Your promotions in that company depend very highly upon him/her.”


When you build good relationships and trust, bosses will also allow empower you with more impactful work. This helps to improve your job satisfaction as well!



Vivek also shares 3 important skills and attributes that all millennial graduates should have:

  1. Be Proactive – Go the extra mile


  1. Be Productive – Learn to focus on the right things and get more tasked checked during the day as opposed to simply spending more time at the office


  1. Be Promotive – learn to build an online and offline personal brand that people can trust. “


This encompasses three main steps:

(1) Effectively completing work responsibilities,

(2) Going above and beyond responsibilities given, and finally

(3) Building a personal brand


Advice For Employers

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Of course, a career is not a one-way street. Employers have an important role to play in engaging with their new millennial employees.


Employers need to foster an environment that offers millennials power to make themselves heard and gives them a real chance to contribute. Millennials tend to feel motivated when given opportunities and feeling empowered.


Vivek shares his past experience: “Many Millennials mentioned that their number 1 challenge was being heard and listened to. They also mentioned their number 1 advantage and strength is their creativity and open thinking.


When we placed both side by side, we realised that the millennials within the organisation were leaving because they felt that their strengths were not being capitalised upon. Those who stayed were disillusioned and unproductive.


Sometimes, giving Millennials a chance to voice out their opinions can do wonders in terms of motivation.”


And make no mistake, millennials are much more likely to ‘job hop’ when they feel unhappy in a job today.


As Vivek encourages, “With that in mind, they (employers) must learn what motivates the Millennials and how to engage them at the workplace better.”



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Through this interview, I hope that you’ve learnt and understood a new thing or two about millennials.


There may be differences within the company. But these differences can definitely be used as complementary strengths as well.



Vivek then leaves us with a final piece of advice for all of us millennials: “Have patience.”


“It’s easy to see everyone around you moving fast in terms of their dream job and dream lifestyle but it could very well be a façade. Take time off to journal and reflect on what you are passionate about, what you are good at, what are people willing to pay you for and how you want to contribute back to the community.


Take your time with it and check in with your inner circle of trusted advisors – friends, family etc and the answers you seek will find you.”



Enjoyed this interview? You might be interested in our interview articles with other HR leaders as well!

Uncovering The Passion of a HR Avenger – People Mentality

Talking to Samuel from Reelfimpro


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DGG Interviews: Uncovering the Passion of a HR Avenger, Sam from People Mentality Inc

Posted Posted in DGG Interviews

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People Mentality Inc (PMI) operates as the Avengers of HR where we deliver progressive HR solutions through an ecosystem of HR Practitioners, HR Tech Partners and Trainers/Facilitators.”


While many show strong passion for their profession, it is not an everyday occurrence that you hear someone proclaiming a company as an Avenger.


Indeed, Sam is a unique individual who demonstrates a great passion for the HR profession. Despite having a well-established HR career, He admirably made the jump to build his own business, People Mentality Inc and further his passions.


Working In The Corporate Sector


In his first 6 years after graduation, Sam worked for Keppel and Changi Airport Group in different HR roles.


These experiences have shaped him in many positive ways. As a hungry learner himself, he not only excelled in his own role but constantly pursued other work scopes as well.


“I offered to take on more roles than I was expected to take on, and even beyond my scope of work because I really wanted to learn more. I thought I wanted to explore and stretch myself to see if I’m good.”


And stretch himself he did. His passion for learning was evident in the additional work he pursued.


In Keppel, while he started as a generalist in recruitment and staff engagement, he was later given opportunities to manage the Keppel Care Foundation and took on Keppel Volunteers role, among others.


It was also these additional opportunities that truly piqued his desires to do more, outside of the corporate world.


“My experience in the corporate sector was a large part when I started thinking ‘Hey I want to give back more, I want to make more difference to not just the company itself, but the community at large, the organisations and the society at large’. That’s where the more altruistic kind of perspective came about, because of my interactions outside of work.”


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Start of People Mentality


Motivated from his time in the corporate sector, Sam finally built People Mentality Inc in 2016. This was aimed at making a greater impact on the HR profession and community.


As Sam explains, “At People Mentality, we are a HR advocacy firm. The sole purpose of the platform is really to showcase what HR is all about and its impact on business that goes beyond just transactions.”


With this purpose in mind, Sam set out to pursue HR advocacy through different channels:


  1. Consultancy

“Through consultancy work, I work on actual cases and build stories around it to advocate what HR is all about.”


  1. Public Speaking and Training

“There’s also public speaking, training with different kinds of platforms where I get to communicate to a larger audience what I am doing and some of the success stories that I have.”


  1. Content Development

“The last part of course is content development, in terms of my blogs. People Mentality TV is coming up, it’s a Youtube channel that I’m starting end-May 2018, to showcase some of the good practices in the market by interviewing business leaders, HR leaders.”


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Development of People Mentality Inc


As People Mentality Inc worked towards its goals, Sam is also well aware of the different stakeholders and factors that have played key roles in his professional journey.



“First and foremost, I was definitely lucky to some extent, where I was given opportunities to try this and that, and of course good bosses along the way who made things happen.”



“Family support I think is something that is very important, having a family behind you. So you don’t have to worry but know that in any case, if something fails, you have something to fall back on. Family support to me is my drive.”



“I’m lucky to also have really good mentors, that guided me along the way, about the direction of my career. They were ones who showed me the path, the ones who helped me think through again what I want and encourage me towards the purpose.”



“There’s also the community at large. After being involved in various HR communities, it started to get me feeling that I’m not alone in this battle, that I want to make a difference, and there are many people in the market that wants to as well. I feel this support, and it’s a very nice and warm feeling, something that is pushing you ahead, support so that you can go further.”



“There are also partners in the market, for example firms such as HRM Asia that have helped quite a bit from the start. From the beginning when I was a nobody, they helped publish my articles and invited me to become a regular blogger and that’s where more people paid attention to what I said. That’s probably a partner that helped me grow my career and one that I’m grateful to as well.


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Career Advice


With his wealth of experience and knowledge in HR, Sam also revealed some career tips that will definitely be useful for students and fresh graduates alike.


  1. Being Future-Proof

When it comes to decisions in education and careers, one has to aim for the future instead of the present.


Sam first advises that to be future-proof, one has to look beyond the ever changing trends and instead focus on oneself.


“First, it is important to look inside rather than look outside.  Looking inside means understanding your strengths first, what are you good at, what are you passionate about, which are the areas you really think you can make a difference. Then there you can choose your options.”


  1. Having Mentors

Next, he also emphasizes that having mentors are key as they have walked the path before.


“They can advise you and help you see things that you don’t quite see yet. Sometimes as a fresh graduate you can be overly optimistic about everything without knowing everything. These mentors kind of put a reality check, which is important to some extent. These are people that can be your sounding board, your support network which you need when things get a bit tough on this journey.”


  1. Communities

He also encourages looking for communities to broaden one’s mindset and knowledge.


“(Communities help you understand that) there is more than what you see in the organization, helps you break away from the silo mindset and helps you know that there are like-minded people around that you can speak to, collaborate and learn from and collectively grow together.”


  1. Giving Mindset


Fresh graduates tend to focus on showcasing themselves, high salary, and what the companies can offer.


Instead, graduates should think about what they can give, what value they can contribute, which ties in nicely with the previous point about looking inside oneself.


“From my experience, when you are able to give, people see the value. Without you even expecting it, a lot of people value you and a lot of help comes to you. My giving mindset, this accelerated my growth quite a lot in my career.”


Personal Branding Tips


Sam also delved deeper into personal branding for young job seekers, and shared tips on how they can differentiate themselves among job seekers today.


In addition to having a good resume, Sam offers that giving back is perhaps the best way to differentiate oneself and grow a personal brand.


Giving back allows for people to “know you for something” and to “know what kind of value you bring”, building a personal brand as a result.


“For example myself, people always see me as someone who is always giving back in HR communities… To me actions speaks louder than words, it’s not just you telling people that ‘Hey, I’m an enthusiastic guy’, people don’t see it. You need to showcase your actions by giving.”


Another important aspect about branding that he emphasized is storytelling. This is related to how one relates his personal day to day examples through simple stories and values that he/she shares.


“That’s really powerful, because stories are unique to individuals; no one experiences exactly the same stories. So these are unique to yourself, and through stories you can build unique stories that stand out of the rest.”


People mentality 4


Future Goals


Sam also outlined three key goals for People Mentality Inc in the future. While his ultimate goal as a HR avenger is naturally to educate what HR is really all about, he breaks it down to a few smaller goals.


“First of all is to showcase that HR is not destined to be a support function, we can also be one that works together with the C-suite level to make a real difference to the organization.


Second is to showcase (that) Asia-wise we also have good practices and practitioners that we can showcase to the rest of the world.


Third, to showcase to younger people who are considering a start or a switch, that HR is not a boring support function; by going to conferences, starting a Youtube channel, writing articles, pursuing partnerships, just to showcase the point that HR can be fun. There are many possibilities beyond. There are many different ways to grow this as a career.”


Finally, Sam leaves with perhaps his most important advice.


“Give before you think about taking. Because when you give, that’s when a lot of special things happen.”



Enjoyed this article? Click here to read more similar interviews and other articles that we have written!


DGG Interviews: Business Development and Marketing Executive

Posted Posted in DGG Interviews

In this edition of DGG Interviews, we explore the life and job responsibilities of a Business Development and Marketing Executive from an E-Commerce startup. Read on as she introduces her job scope, her favourite and least favourite parts of the job, and tips for new jobseekers.


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About the Business Development and Marketing Role,
and the E-Commerce Industry


Q. What are your usual job responsibilities in your job?

I was brought in to build partnerships to support campaigns and/or for cross-marketing to reach new customers.


In this day and age where ‘start-up’ish work environment is trendy, we all know someone whose job title and workload are complete opposites.


I guess it is no surprise that my daily routine has expanded to include acting in campaign videos, scrolling through endless memes on Facebook (to find engaging content, of course) and searching for ridiculous things people can buy- not that I am complaining!


Then again, if you ask me this same question in 3 months time, my answer would probably be different from now too.


Q. Which areas of your job do you enjoy most?


I know some people may be thinking, “wow, your work is so cool!”. I admit, I do think my job is awesome and I am thankful for these opportunities that came up which may never have happened in an MNC.


That aside, the reason I can even do something I love is attributed to good leaders (my supervisor/ manager/ boss) who cares about my personal growth and who I can confide in like a friend.


I remember being taken aback when my manager sat me down for a chat just a week into my job, then a month later, and again 3 months after, just to find out my interests and how she can make work enjoyable for me.


Q. What are the biggest challenges of your job?


The E-Commerce industry is always changing and you have to be on your toes.

As such, there are many instances whereby we have to work around deadlines tighter than my jeans (haha), such as having only 1 week to prepare for a campaign!


Not forgetting that we are all wearing many hats and it is definitely challenging to prioritise and maximize the limited time I have.


Q. What is the culture of your job/industry?


In general, the working culture for e-commerce is very vibrant!  We work hard and play hard!


At work, things move very fast and as a team we are always brainstorming radical ideas. After work, especially when we celebrate the end of a campaign, we would treat ourselves to mookata and a couple too many beers!


job beers

Career Advice For Jobseekers


Q. What are the top skills and traits that one should have to succeed in the job?


The right attitude is so important because that is where most of your skills/traits stem from.


I graduated with 0 skills in marketing-related softwares (e.g. adobe creative suite) which are crucial to landing a marketing job. It took on-job training, annoying my colleagues to impart their wisdom and many many youtube videos for me to maneuver them.


Now, I use these applications daily with ease and it all began because I told myself that I have to pick it up to do my job well. What you do not know, you can always learn.


You also need to dare to try. People may say your ideas are crazy, but never try, never know, right?


While managing our Facebook page, I am constantly amazed at all the content consumers are engaged with today.


If you do not take the first step to try, you would never find out what resonates well with your customers!


Q. What do you want the job seekers to know about your job and the industry?


You will not be able to find a stable 9-5 job with a comfortable salary and a narrow job scope in e-commerce. Not to scare you off, but it can be draining sometimes.


However, if this is something you have interest in, it can be extremely rewarding.


When you see a campaign through from start to finish, or create a viral Facebook post that everyone is talking about, that is when you know the long hours are worth it because you can proudly share with your friends that you are the brainchild (or at least part) of the campaign!


Q. Any other advice you would like to give to someone interested in a similar job?


The job market now is harsh on fresh graduates but if you are really passionate in something make sure you work towards it.


No industry-related skills? Pick it up. No experience? Start with internships. Venturing into a new industry? Be in the know and read books/articles.


If you are truly invested in it, you will find yourself naturally doing these things and it will not feel like a chore. This is also a good indicator of your interest level towards a job.


As long as you are working on something, you are making yourself better than yesterday and increasing your value to potential employers.


Enjoyed this article and want to explore more about different job roles and their stories? Stay tuned to DGG Resume to find out!

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Job search need not always be a long and tedious process. Leave the job application troubles to us. Find out more about DGG Resume’s services here:

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DGG Interviews: Talking to Samuel from Reelfimpro

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In this edition of DGG Interviews, we talk to Samuel, founder of Reelfilmpro.  Explore his story of a career switch from banking to videography and photography, and how he overcame the many challenges along the way. You can also head on here to find out more about his services!


About Samuel


Q: Could you introduce yourself and your background?


I come from a very diverse background. My diploma was in Biomedical and the last thing on my mind was to enter a creative industry.


After graduation, I knew I wasn’t going to be in the biomedical industry. I didn’t want to be stuck in a laboratory. My certification was very specialised, and it was in 2009 during the financial crisis so job opportunities were scarce.


I landed my first job as a cinema manager, and later joined the banking industry for 6 years, before finally pursuing my passion in Videography.


Reel Film Productions focuses on both photography and videography. One of its key focuses is to produce social media content such as videos that are short and digestible for audiences.


Making the Move


Q: What sparked the move from banking to videography/photography?


I always have this notion: Life is short, you should make the best out of it. I was happy working in banking but videography is the port of call for me.


I bought my first camera, Gopro4 silver. That was how I started into videography. I was quite a fast learner and I realised that I was enjoying making videos very much!


I also noticed a rising trend in internet usage. As more and more users are engage in the internet and social media, I believed that this would have a large impact on the way businesses work and interact with their customers.


As I fell in love with videography, I was sure that I should make the move. Prior to this, I have yet to find anything that I was truly passionate about.


Q: What were some of the challenges when making the move?


I saw that many people were stuck at their jobs because of their years of experience, comfortable salary range and fear of change.


My first challenge was taking the financial hit. I was leaving a job that I had 6 years of experience in, to a job where I am going to start at the foot of the mountain. I needed to accept that for a start, I am going to be paid peanuts or worse, nothing at all.


The second challenge that I faced was from friends and family, as they told me that I was crazy to leave a corporate job and do something totally new like this.


Q: How did you overcome these challenges and persist on your change?


Since I was young, I have never believed in following the crowd. I always believe that to stand out is to be different. To be different is to do things and walk a path that is less travelled.


I don’t believe in a ‘No’, and the way to convince me that my path is wrong is for me to walk that path and realise that it is wrong. I need to experience it myself, rather than to hear other people telling me it is wrong.


I would rather do it and fail, than not doing it at all.

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 Q: What do you enjoy so much about videography and photography?


It’s hard to pinpoint what specifically I like about videography and photography, but I really enjoy the whole process from planning and editing to seeing the final piece of work.


When you take a good shot, you eternalise that moment.


That is one thing that fuels my passion for videography and photography: Capturing moments and creating memories.


Q: What has been the most satisfying/fulfilling movement after changing careers?


Shooting short films and making commercials for clients have been really satisfying for me. Next up, I would like to shoot a proper travelogue or travel-documentary work.


Reflections and Advice

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Q: Looking back, what do you think of the move now?  What are some of the things you would do different?


I think it was the right move for me, but there was a lot of risk and uncertainty. I don’t really like to look back on things. But looking back, I am definitely happy to have taken the plunge.


As the saying goes, ‘The best time to plant a tree is 10years ago’. I guess I would start out my videography journey earlier if I could start over again.


Q: What would you tell someone that is thinking of making a big change or trying an unconventional route today?


I have many people coming to me telling me that they want to pursue their passion as well. But I always tell them:


  1. Be sure that this is you they want
  2. Prepare to take the financial hit, and a change of lifestyle
  3. Work twice as hard, and be determined


You need to have an adventurous mind; Your new path is going to show you new challenges and help you gain new experiences.


You really need to get out of the comfort zone in order to make the switch.


You really need to be sure of what you want to do. The worse thing is to make the switch and realise that it is not something you envisioned.


You also need to have the belief that you can do equally as well, or even better than your current status.


Finally, you also need to make sure that they are able to monetise what you are passionate in. Not every dreams and passions can be monetised. You need to have a plan to make it all work out.


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Learn more about our professional resume photography services!


Job search need not always be a long and tedious process. Leave the job application troubles to us. Find out more about DGG Resume’s services here:

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DGG Interviews: A Chat With CEO of SHIFT Job App, Mark Pickard

Posted Posted in DGG Interviews

SHIFT job app header

Jobseekers, be excited about this interview today! With fun and easy-to-use features making the job search speedy and interactive, SHIFT Job App is definitely an application you do not want to miss! Today, we talk to Mark Pickard, CEO and Co-founder of SHIFT Job App. In this interview, he shares his stories, the beginnings and future developments of the app, as well as some great advice for jobseekers.  

You can also go to the app store and simply search for:  SHIFT jobs to download your next potential career opportunity!


About Mark Pickard

SHIFT Job app founders
Mark (left) and co-founder Sethu (right) at the Echelon Asia Summit 2017


Q: Can you tell the audience more about yourself and what you do?


I am a husband, a father and an evangelist of sorts for job seekers. As the founder of SHIFT Job App, I lead a team of dedicated people who are always looking for ways to impact people in a positive way through human resources. SHIFT Job App was founded when I was inspired to better the job-seeking process.


Ever since I can remember I have always had a curiosity and a love for people. HR tech gives me the opportunity and the platform to meet a lot of really interesting people from all over the world and most importantly it allows us the ability to impact their lives in a positive way through the SHIFT platform.


Q: Why did you start to have interest in Human Resources?


I started my career a few years back. Okay, many years back, as an aspiring university student who was determined to land a sales job in the pharmaceutical industry at the age of 21 with a marketing degree.


There was no social media then. The equivalent to Facebook at that time was actually knocking on doors and asking people to be your friend (lol). I acquired a list of all the pharmaceutical salespeople in the city and I started making direct phone calls to them and asking them if I could take them out for a coffee. I did this over 75 times (persistence) in the first 4 months and they all said that I did not meet the qualifications. It was tedious.


My purpose of starting SHIFT was to make the often-painful process of job hunting easier and faster for the job seekers. With SHIFT, jobseekers simply need to connect their Facebook account to SHIFT to create their unique but standardized profile/resume.  Next, swipe through jobs, just as they would swipe through prospective dates on Tinder! No more emails, no more waiting for reply. The concept is easy: “Great talent meets great opportunity”.


In a nutshell, finding a job used to be tedious and time consuming. But SHIFT is here to change that because the platform is easy and and mobile first. Gone are the days of using the outdated job boards, sending your resumes into the oblivion and waiting for a response.


Q: How is technology changing the way Human Resources is done today?


We save lots of paper! Resumes are all submitted online these days. Haha!


Serious though, technology has improved and sped up the process of applying for a job. Now, information is fast and at your fingertips making finding a job much easier.


You know the cool thing about technology today is that it is always evolving. Technology is the reason why job seekers can always be informed. For example, in an upcoming version of SHIFT, you will be able to set personal filters such as your preferred location, specific company, salary, and even your skills that you want to filter.  When the job posting of a  company matches your filter, you will get notifications via your mobile device and then directly apply. You can also use it on “stealth mode” to keep track of the job market out there! This is a huge change compared to even 5 years ago where you had to keep checking into websites, emails and even wait for that possible phone call.


Q: For job seekers, how can they make better use of technology in their job search?


Our goal at SHIFT is to connect the right talent to the right jobs seamlessly across the world and what we have done is made it super easy for a job seeker to register. All they need to do is to complete their profile which is also their resume and start applying for their next job. I often say; “what Tinder is for love, SHIFT is for a career”.


All about SHIFT Job App

SHIFT Job app mobile
Pictures of the SHIFT Job mobile app


Q: When did you start SHIFT?


In October of 2015, my co-founder and I came up with the idea that we wanted to make it much easier for a job seekers to apply and get a job directly with a hiring manager. At the time we were finding it quite difficult to find the right talent with the first generation job portals.


Not only were we not finding the right talent, we found that there was a communication breakdown in the process. Either we could not reach the candidate for an interview or that the candidate wouldn’t see our email, until it was too late.


So we decided to build an app that would create a fast, fun, and social experience for both the job seekers and the employers. SHIFT officially launched July 1st of this year and as of today we have over 200 employers posting jobs in Singapore and over 1,600 skilled job seekers swiping “applying”, matching, and chatting with employers.


Q: What was the key factor that motivated you to start SHIFT?


TIME was the most important factor when it came to creating SHIFT. We just felt that the process of finding a job takes too long. Now with the huge adoption of smartphones there is no reason why there should not be a tool like SHIFT that brings a job to the job seekers in real time.


Q: Who should be using the SHIFT Job app?


SHIFT is for anyone looking for a shift in their professional career. This includes polytechnic/university students who are looking for that special internship to gain that much needed experience, to that senior manager who is looking for a change in career. SHIFT really benefits everyone when it comes to shifting their career.


Q: What makes SHIFT unique from other job search platforms?


SPEED, as well as the ability for job seekers to make direct social connection to the potential hiring manager are what make SHIFT unique. Plus, we added some Singaporean flavour to it too!


Also, because we are a team of people-lovers, we are always encouraging job seekers to stay in touch with us. We hope that they will feel less alone in their journey to find a job. We know it can be quite daunting sometimes.


Q: What are some of the future developments of the SHIFT Job app?


We are currently working on making SHIFT even smarter by working on algorithms that will recommend jobs that your skills, education and location closely match.


We are also in the works of giving the job seekers that ability to choose to be an active or a passive job seeker. Active seekers are people who are aggressively looking to find their next job while the passive seeker is only looking for a very specific job that they might consider.


Advice for Jobseekers

Co-founder Sethu (far right) introducing the SHIFT Job app to NUS students


Q: For many of the young adults just starting on their careers, what is one piece of advice you would give?


Be persistent. Persist in your pursuit to reach your goals by staying up to date with the job market. Persist in being better by learning new skills. Persist and take failure as an opportunity to improve instead of a personal attack.


Q: What do you think are some traits that quality employees today need to have?


Since we are in an ever-changing era, employees definitely need to be flexible in order to adapt well.


Being an analytical thinker is another trait that employers look out for because people who can solve problems fast save the company from a lot of unnecessary cost.


Also, keep the desire to learn burning. Constantly upgrade yourself, today’s job might not be there tomorrow. By learning new things and upgrading yourself, the chance of you being made obsolete is significantly reduced.


Q: If you could go back in time and start your career over again, what are some things you would do differently?


I would first strongly embrace technology. People used to be against technology because they didn’t see the potential. I wasn’t against it but I wish I had took more initiative.


I would be more curious. There were times where I just took things as they were. But I realized later in life that making the effort to find out more about things opens me to new perspectives.


I would also read more books of different genres, travel more, push myself out of the comfort zone to take up courses and learn different skills.


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