In today’s talent market, sticking too closely to a rigid checklist of qualifications might just cause you to miss out on your next star hire. Enter the “Salt and Pepper Pass”—a refreshing approach to recruitment that’s gaining ground across forward-thinking businesses in Singapore and beyond.
But what exactly is this trend—and why are so many HR leaders embracing it?
What Is the Salt and Pepper Pass?
Think of hiring like seasoning a dish. You may not have every ingredient, but with the right mix of salt, pepper, and creativity, the result can still be delicious.
The Salt and Pepper Pass is HR slang for giving a candidate a pass—even if they don’t check every box on the job description—because they show promise in other areas. Maybe their resume isn’t spot-on, but their attitude, adaptability, or potential shines through. It’s about prioritizing cultural fit, growth mindset, and soft skills over perfection on paper.
Why Is It Becoming Popular in Singapore?
Singapore’s talent landscape is evolving rapidly. Here’s why more local companies are adopting this approach:
The Talent Crunch Is Real
From tech to logistics to hospitality, many industries are struggling to find qualified candidates fast enough. The Salt and Pepper Pass helps broaden the pool and fill roles faster by focusing on transferable skills and attitude over rigid requirements.
Skills-First Hiring Is On the Rise
The government has been pushing for a skills-first economy—just look at initiatives from SkillsFuture and Workforce Singapore (WSG). Businesses are starting to follow suit, recognising that potential and trainability matter more than a fancy degree or exact past experience.
Younger Workers Have Non-Traditional Backgrounds
Millennials and Gen Z professionals often have portfolio careers, freelance gigs, or bootcamp education. These candidates might not have a classic resume, but they bring hustle, creativity, and resilience—traits that can’t be taught in school.
What to Consider Before You Give the Pass
Adopting a Salt and Pepper Pass approach can bring real benefits, but it’s not just about hiring anyone who vibes well in an interview. Here are some tips to do it right:
Define the Non-Negotiables
Every role has must-haves. Be clear on what truly matters (e.g., technical skill, certifications for regulated roles) and where there’s room for flexibility.
Use Structured Interviews
To avoid unconscious bias, implement a consistent interview process—especially when candidates have varied backgrounds. Scorecards, panel interviews, and scenario-based questions help you stay objective.
Invest in Onboarding and Training
If you’re hiring for potential, you’ll need to support new hires with solid onboarding and continuous learning opportunities. Upskilling is the key to long-term success.
Align the Team
Make sure hiring managers and stakeholders understand the Salt and Pepper approach. Buy-in is crucial so that everyone’s aligned on what makes a “great” hire.
How HR Tech Can Support Smarter Hiring
Thinking of integrating the Salt and Pepper Pass into your hiring strategy? You’ll want to make sure your recruitment process is smooth, smart, and scalable. This is where HRMLabs can help.
HRMLabs solution streamlines your recruitment, attendance, and payroll processes—all in one place. With tools to:
- Track applicants efficiently—even those from non-traditional backgrounds.
- Maintain compliant and transparent records for MOM and IRAS.
- Generate seamless onboarding workflows for your Salt and Pepper hires.
Whether you’re building a hybrid team in Singapore or expanding regionally, HRMLabs supports your HR transformation every step of the way.
Final Thought
The best hires aren’t always the most obvious ones. Sometimes, they’re the ones who bring a little salt, a little pepper, and a whole lot of unexpected flavour to your team.
So next time a resume lands on your desk and it’s almost what you’re looking for—pause before passing. That might just be your next MVP.
Ready to make hiring smarter, faster, and more human? Try HRMLabs today.
