A recent study by the Ministry of Manpower found that 19.4% of resident workers in Singapore were overqualified for their jobs in 2025, up from 16.3% in 2015.
However, the majority of these workers had intentionally chosen such roles, often prioritising factors such as work-life balance, flexibility, personal interests, or career transitions over job titles or qualification matching.
The study showed that about 9 in 10 overqualified workers were voluntarily in these roles, while only 1.7% of the resident workforce were unable to find jobs that matched their qualifications.
Younger workers aged 34 and below formed a larger share of overqualified employees, though many eventually move into better-matched positions as they gain experience.
Singapore’s overqualification rate remains lower than the average among high-income economies despite having a highly educated workforce.
In 2025, 64% of resident workers held tertiary qualifications, compared to the high-income country average of 41.2%.
MOM noted that Singapore continues to create high-skilled jobs that support graduate employment outcomes and salary growth.
The report also highlighted a growing shift toward skills-based hiring, with close to 80% of job vacancies no longer prioritising academic qualifications as the main hiring criteria.
Instead, employers increasingly focus on relevant skills and work experience.
At the same time, many companies continue to face skills shortages in specialised roles such as data science, teaching, and engineering.
What this means for your company:
• Skills-based hiring is becoming more important: Employers are increasingly prioritizing skills and experience over academic qualifications alone.
• Career motivations are evolving: Employees may value flexibility, work-life balance, and personal fulfilment alongside salary and career progression.
• Upskilling remains essential: As AI and automation reshape certain roles, continuous learning and workforce development will become increasingly important.
• Strong talent may come from non-traditional profiles: Overqualified candidates may still bring valuable transferable skills, adaptability, and experience to the organisation.
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