Here is a list of all the highest paying jobs

the Covid-19 coronavirus outbreak has slowed labor market, because economy and activities slow.

Despite this grim prospect, there is always a demand for candidates in specific jobs, knowledge and experience in areas such as cloud computing, big data, cybersecurity and software engineeringas well as throughout health industry and e-commerce sector.

This is according to the latest salary report, which aims to better understand the wage trends between industries and employment levels.

The report is based on specific search of more than 200,000 candidates, obtained between February 2019 and February 2020.

How much do hot jobs pay?

Here is a full breakdown of all salaries for key jobs in various industries:

1. Industrial – Manufacturing

2. Technology, Internet and telecommunications.

3. Financial services (Front Office)

4. Financial services (Middle Office)

5. Financial services (Back Office)

6. Health and biological sciences

7. Consumer and retailer

8. General services

9. Media, advertising and entertainment

Increased demand for technical roles

According to salary data, the report reveals that the The demand for increasingly technical roles is increasing, reinforced by a rapid digital transformation.

The application engineers Manufacturing companies can earn up to $ 60,000 a year through a multinational (MNC), while business intelligence and cybersecurity managers They can earn up to $ 350,000 and $ 420,000 a year, respectively.

This also applies to e-commerce industrywhere the adoption of digital tools such as chatbots and automation technologies They stimulate the demand for highly qualified positions.

These included responsible for digitization and marketing and branding supervisors

in multinational companies, which can generate annual salaries of up to $ 252,000 and $ 168,000 respectively.

Due to growing concerns about public health and safety, the demand for talent in health care remains significant as the expansion of medical facilities results in the need for additional medical personnel.

Medical directors can earn up to $ 250,000 a year, while R&D directors can earn up to $ 140,000 a year in Singapore.

Although research for the report was conducted before the impact of Covid-19, salaries for highly skilled and sought-after positions will continue to be high due to the lingering effects of the talent shortage.

The closure of non-essential services has led to a decline in Singapore’s economic forecast, which has also led to a slowdown in the hiring landscape, at least for the time being. However, the resilience of the economy and the strong support measures announced by the government will help businesses recover from this difficult period.

Meanwhile, sectors such as healthcare and technology continue to see increased recruitment as the demand for these services increases to help businesses and the community cope with the impact of the pandemic.

What are workers and employees looking for?

Money matters: This is the first concern of job seekers when they change jobs.

Another important factor in your decision making is the extra pay, like extra pay. However, the salary and compensation they are not the only factor to consider.

They are also looking for roles where they can expand your knowledge and skills, take into account the title and responsibilitiesand think about the career advancement opportunities, the leadership style, the company’s reputation and the level of work-life balance it can achieve.

In contrast, employers are looking for three key factors in a job candidate: relevant knowledge and experience, cultural adaptation and adaptability.

Although the government has taken steps to improve the workforce and invest in talent development, employers still face a shortage of experienced candidates when recruiting for new positions.

As the job market becomes more competitive, companies can take steps to ensure that talent wants to work for them, as well as to retain existing talent.

In addition to ensuring that compensation is in line with market rates, companies need to reconsider their talent strategy and make sure it adapts to current talent trends, such as working conditions flexible.

Another way to reduce the talent gap is to retain current employees.

Rotating talent strategies to focus on employee value proposition and offering incentives to employees, such as bonus recommendations, additional annual vacations if they achieve performance goals and team outings fun to celebrate the accomplishments of the department, Businesses will likely increase staff retention rates and, in turn, will see an increase in employer branding.