I recently applied for and got my PEP (Personalised Employment Pass) approved. My intent is to stay in Singapore for the long-run and eventually apply for PR.
The timeframe to get my PEP was very fast, a little over 15 working days.
My question is – does having a PEP make you a more favorable candidate, as compared to someone who requires a company to sponsor your EP?
Or do companies prefer candidates who require an EP, since EP’s are more tied to the company?
My reasoning that a PEP candidate would be more favorable, compared to a similar candidate (similar background/experience/education/skills), is that the hiring company does not have to apply for an EP, shortening the timeframe to start work and eliminating the risk of EP rejection.
Are there any HR people, or people with active PEP’s, on this forum that could chime in?
Comment by ecureilx » Wed, 27 May 2015 12:18 am
My 2 cents ?
If you have a prospective employer, who values you for you ability and willing to pay the fair wage, the status will be immaterial.
Like a company I am working closely with, they are a start up, pay top $ for engineers, and they cross $12K and above a month, and most are on EP, and some guys have never been to Singapore until they secured the job.
If an employer looks at your EP or PEP status or whatever, they are of SME mentality, in which case, the base pay to fulfill your PEP will not likely be met.
The types who will hesitate are the types who are willing to employ EP holders, as PR/SC means they have to pay CPF, and once an EP Holder gets PR, they will find a way to kick the guy out or negotiate his pay downwards
Don’t lower your standards – if you got PEP, you have high standards – look for such high standard Employers!
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