4. can you give us an example of how early talent are developed in thermo fisher?

We started the global Talent Acquisition Talent Academy back in 2021. It is a comprehensive onboarding and learning and development cohort programme that was designed for fresh university graduates.

In this programme, we develop their growth potential in partnership with the global team to prepare participants for a career future in talent acquisition. In Singapore, we were able to hire two participants within the Talent Acquisition team, who now report directly to the TA leadership team.

We support the academists through a matrix reporting structure where the fresh talent are encouraged to work closely with the other regional leads so that they can learn how to support different business groups and divisions across regions.

This process fast tracks their learning as they can acquire a variety of skills and knowledge from different leaders within the team. They are also encouraged to share their perspectives on how we can do things differently to improve our outcomes.

5. do you have other stories of employees who have switched careers within Thermo Fisher and where are they now?

We have more than 1,000 employees in our Singapore offices whose remits span across local, regional and global. We also offer a wide variety of jobs in commercial, manufacturing R&D and supporting functions, allowing us to rotate our employees frequently to help them achieve their career aspirations. Our hiring requirements are spread evenly across the sub-regions, which presents significant opportunities for talent and employees to develop within Thermo Fisher.

The company is on an upward growth trajectory. One of the key differentiating factors when it comes to talent transformation is the way we approach talent recruitment. The process of intra-organisational career advancement is supported by our approach when sourcing for new talent, which prioritises internal employees.

At Thermo Fisher Scientific, we offer you not just a job, but a career.

6. in terms of talent recruitment, what would you say is your greatest learning moment during your time in Thermo Fisher?

Our Global Talent Acquisition function is constantly looking at how we can upskill our recruitment competencies, optimise our resources and leverage on technology to increase our productivity and improve candidate experience.

Throughout my career at Thermo Fisher, I’ve had the opportunity to take on different roles, participate and lead process and system optimisation projects on a regional and global level. I have never felt bored as there’s always something new to learn or do to stretch me beyond my comfort zone.

Every day, I learn from my colleagues, and I pay it forward by coaching and enabling team members to create a highly motivated team and effective work environment.

7. how do you communicate the activities and happenings in Thermo Fisher to job seekers?

Employer branding is a key focus at Thermo Fisher. We drive our communication with our external talent pipeline through our ‘Life at Thermo Fisher’ social pages and CRM campaigns.

We are constantly sharing the latest events and happenings at Thermo Fisher Singapore, covering a wide range of topics like work-life balance, diversity and inclusion and company awards. This is only possible by promoting a strong sense of employee advocacy and encouraging our employees to share their employee experiences in video or visual format.

Our past job applicants and candidates also receive regular emails from us about new job openings, key company and career developments, event invitations amongst others. We keep them engaged through consistent communications so that they can always re-apply when the right opportunity arises.

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