The majority of overseas Singaporean professionals (58%) have expressed a strong desire to return to their homeland within the coming five years. This inclination stems from personal considerations, notably the intention to provide family care (76%), coupled with a sense of assurance in Singapore's overall stability.

As per a recent survey conducted by recruiter Robert Walters Singapore, there has been an uptick in this trend. In comparison to the figures from 2021, where 49% of participants showed interest in contemplating a return, the current statistics show an increase. 

On the other hand, concerns regarding the local work environment, with 52% expressing negative perceptions, and worries about their skillsets being undervalued (67%), are casting a shadow on these professionals' decision to relocate back to Singapore.

Coming back to family and a secure household

The top incentive for desiring a return to Singapore, as indicated by 76% of participants, is the wish to provide care for their aging parents and family. Subsequently, 41% of respondents expressed a deep emotional, social, and cultural attachment to Singapore as their driving force.

Out of the overseas Singaporeans surveyed, 49% acknowledged taking the prevailing economic conditions into account when contemplating a return to Singapore. Factors such as their belief in the country's economic steadfastness and growth (48%), along with national-level policies and incentives (42%), emerged as motivating elements that instilled a desire among respondents to come back.

Merely 36% of overseas Singaporeans have no inclination to return to Singapore.

Pessimistic views regarding Singapore's job market.

Survey participants hold a bleak outlook on their career prospects in Singapore, a sentiment that acts as a deterrent for their repatriation. A significant 52% of respondents feel that local companies might not provide the career avenues, work arrangements, or job styles they desire. Furthermore, there are apprehensions about their skills being more appreciated abroad (67%), and the perception that overseas locations offer a more favourable salary-to-cost-of-living ratio.

Compensation in Singapore continues to hold significance, with 47% expressing concerns about potential reductions in salary and benefits upon working there. A substantial 86% of respondents would only consider a Singapore compensation package that either matches or surpasses their current pay, even after currency conversion.

In response to these findings, Monty Sujanani, the Country Manager at Robert Walters Singapore, said, “As more overseas Singaporean professionals return home, employers will have an added source of global talent - who marry technical skillsets with experience in handling international market considerations. Progressive companies looking to secure this talent pool will have a higher chance of success by debunking myths and addressing their concerns over working here - such as customising job descriptions and compensation and benefits packages to attract talents with in-demand skillsets.”

Monty added, “Businesses will continue to evolve strategically, especially through digitalisation, in the face of an expected slowdown in key external demand markets. The competition for talent with the skillsets to help companies stand out and bring them to the next level will intensify. Companies can consider creative ways to expand beyond their local pool, such as through our Balik Kampung programme, which helps them identify and secure Singaporean talent from overseas.”

The survey encompassed 123 overseas Singaporean professionals spanning diverse industries, such as Consulting and Professional Services, Financial Services, Information and Communication Technology, Manufacturing, Retail, and Hospitality.