Introduction
Employers in Singapore often face the challenge of hiring capable foreign candidates whose formal qualifications do not fully meet COMPASS (COMPetency, APpropriate Salary, Skills for shortening stay) expectations. The question many ask is: can you still secure approval for a foreign hire when a candidate appears under-qualified?
In this article, 7 Ways to Score Bonus Points on COMPASS (Even if Your Candidate is Under-Qualified) explains practical, MOM-aligned actions employers can take to improve COMPASS scoring. These approaches focus on compliance with Singapore legislation such as the Employment of Foreign Manpower Act, Employment Act, CPF Act and other relevant rules.
Who this applies to
This guidance is intended for Singapore employers, human resources professionals and employment agencies who:
- Are hiring foreign manpower under Employment Pass, S Pass or Work Permit schemes;
- Need to improve COMPASS scoring where candidates’ formal qualifications are marginal or below ideal; and
- Want to remain compliant with MOM, IRAS, ACRA and related statutory obligations.
Key rules and requirements in Singapore
Before attempting to optimise COMPASS points, it is essential to understand MOM’s framework and relevant Singapore legislation:
- Employment of Foreign Manpower Act: sets out permit requirements and employer obligations.
- MOM COMPASS framework: evaluates employers on recruitment practices, salary, training, retention and workplace safety.
- Employment Act and CPF Act: ensure proper employment terms and mandatory CPF contributions where applicable.
- Workplace Safety and Health Act and Work Injury Compensation Act: demonstrate safe working conditions and compensation arrangements.
- IRAS and ACRA requirements: accurate reporting of payroll and business records via myTax Portal and BizFile+.
- PDPA and Employment Agencies Act: protect personal data and use licensed employment agency services appropriately.
COMPASS considers factors beyond qualifications: salary benchmarking, training, local hiring efforts, HR systems and workplace safety can all contribute to bonus points.
Step-by-step process
Here are seven practical ways to increase COMPASS points, even when a candidate’s qualifications are not ideal.
1. Offer an appropriately competitive salary
Salary is a key COMPASS factor. Benchmarked pay that aligns with market rates reduces the emphasis on formal qualifications. Use reliable salary surveys, IRAS guidance and industry benchmarks. Document your benchmarking process and show payroll records in the ACRA BizFile+ or IRAS myTax Portal where required.
2. Provide structured on-the-job training
Show that you will invest in the candidate by documenting a training plan tied to measurable competencies. Link training to SkillsFuture courses or internal competency frameworks. Evidence of funded training and completion certificates supports COMPASS points for skills development.
3. Design the role to reflect realistic skills progression
If a candidate lacks some credentials, ensure the job scope includes supervised tasks, clear progression paths and mentoring. Job redesign that emphasises capability-building and oversight demonstrates responsible hiring practices.
4. Demonstrate local recruitment efforts
MOM values employers that try to recruit locally first. Maintain records of job advertisements, interview notes, shortlisting criteria and why local candidates were unsuitable. These records are often requested during audits.
5. Strengthen HR policies and documentation
Robust HR systems help your COMPASS score. Keep written employment contracts, appraisal systems, salary review policies, CPF contribution records and HR software logs. Ensure compliance with the Employment Act and accurate CPF filings.
6. Show good workplace safety and injury management
Compliance with the Workplace Safety and Health Act and appropriate work injury compensation arrangements bolster COMPASS points. Maintain safety audits, WSH training records and claims handling procedures.
7. Use credible third-party endorsements and credentials
Where formal education is lacking, alternative evidence—such as professional certifications, validated work references, portfolio work or assessments from recognised bodies—can help. Independent verification from licensed employment agencies or industry associations strengthens the case.
Common mistakes to avoid
- Relying solely on the candidate’s title without supporting job descriptions or tasks.
- Failing to document local recruitment efforts and market benchmarking.
- Ignoring statutory requirements such as CPF contributions, SDL and timely IRAS reporting.
- Neglecting workplace safety records or proper onboarding and supervision plans.
- Submitting incomplete or inconsistent documentation to MOM—this delays decisions and may affect COMPASS scoring negatively.
Practical examples
Example 1: Mid-level technician with informal training
An employer hires a technician with strong practical skills but no formal diploma. They offer a salary aligned to market median, create a 6-month training schedule with SkillsFuture elements, assign a senior mentor and document performance milestones. The combined evidence improved COMPASS scoring for skills development and appropriate pay.
Example 2: Marketing assistant with portfolio but no degree
The candidate presents a strong portfolio and industry certifications. The employer documents local recruitment efforts, provides a structured role with targets, and shows a pay band above entry level. Independent client references and a short probation with objective KPIs supported a positive COMPASS outcome.
How an experienced consultant can help
Experienced immigration and HR consultants can assist by:
- Auditing existing HR policies for COMPASS readiness;
- Preparing comprehensive submission packages to MOM with salary benchmarking, training plans and recruitment records;
- Advising on role design, probation clauses, and competency-based appraisal systems; and
- Providing ongoing compliance support for CPF, IRAS filings and workplace safety documentation.
Little Big Employment Agency can support application preparation, compliance checks and advisory services if you need assistance assembling a stronger COMPASS case.
Frequently Asked Questions
Q: Can training alone compensate for lack of formal qualifications?
A: Structured, documented training that leads to measurable competency can contribute significantly to COMPASS points. It is most effective when combined with competitive salary and supervision arrangements.
Q: How important is salary benchmarking for COMPASS?
A: Salary is a major COMPASS criterion. Competitive pay that reflects market rates and the role’s responsibilities can offset weaknesses in educational qualifications.
Q: Will MOM accept professional references instead of degrees?
A: MOM may consider credible references, validated work portfolios and third-party assessments, particularly when supported by training plans and salary evidence. Each case is assessed on its merits.
Q: How should employers document local hiring efforts?
A: Keep copies of job advertisements, shortlisting criteria, interview notes and written reasons for rejecting local candidates. These records should be dated and stored securely in accordance with PDPA.
Key takeaways
- COMPASS evaluates more than qualifications — salary, training, HR systems and safety matter.
- Seven practical actions (salary, training, job design, recruitment records, HR policies, safety and third-party verification) can improve COMPASS scores.
- Good documentation and statutory compliance (CPF, Employment Act, WSH) are essential.
- Avoid submitting incomplete evidence; thorough preparation speeds up MOM decisions.
- Professional advisers can package and present a stronger COMPASS submission while ensuring compliance with ACRA, IRAS and MOM obligations.
Requirements may change, so always check the latest guidance from MOM, or consult a professional adviser.
If you would like to find out more about how Little Big Employment Agency can assist with your employment and immigration requirements, please get in touch with the team at [email protected].
Yours sincerely,
The editorial team at Little Big Employment Agency
Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.