CREDENCE MANPOWER

Credence Manpower Services, originally established as Credence Marketing Services in 1987, has developed a strong legacy in the recruitment industry.

In 2008, the company was rebranded to Credence Manpower Services to better align with the evolving industries it served. Over the years, the company has consistently delivered top-tier talent across key sectors such as Service, Manufacturing, Marine, and Construction.

Committed to sourcing candidates from diverse regions, including NTS, NAS, and PRC workers, Credence ensures its clients remain flexible and responsive to the ever-changing demands of their industries. By focusing on the importance of quality people, Credence has become a trusted partner for businesses aiming for sustained growth and success.

Our Achievement

Credence has a long history of recruiting foreign workers to support its economic development across various sectors. Here's an overview of the key milestones:

1987: Recruitment of Domestic Workers

In 1987, We began actively recruiting domestic workers from countries like Indonesia, the Philippines, and Sri Lanka to address a growing demand for household help. This was part of an initiative to combat labor shortages in domestic services, which had become a significant issue as more Singaporeans joined the workforce. By importing foreign workers, the government allowed Singaporean families to better balance their professional and personal lives, offering much-needed support in managing household chores and caregiving responsibilities.

1996: Recruitment of Thai Construction Workers

By 1996, Expanded its foreign workforce to include Thai construction workers. This move was part of a broader strategy to address labor shortages in the construction industry, which was experiencing rapid growth due to urban development projects.

1998: Establishment of Skilled Training Center in Thailand

In 1998, Setting up a skilled training center in Thailand to align with the Singapore Building Authority's requirements for Skilled Elevation Certification (SEC) and Basic Elevation Certification (BSC). This initiative aimed to enhance the skills of Thai workers, ensuring they met the standards required for employment in Singapore's construction sector.

We are able to deploy estimated of around 80 to 100 workers ready tested by BCA and pass with SEC or SEC basic each month

2000: Upgrading Training to Meet BCA Requirements

By 2000, the training and testing programs were upgraded to meet the Building and Construction Authority (BCA) requirements, enabling workers to obtain the Skilled elevation Certification K (SECK). This upgrade ensured that workers possessed the necessary skills and certifications to work on more complex construction projects in Singapore.

2002: Deployment of PRC Construction Workers to Dubai

In 2002, Facilitated the deployment of 200 People's Republic of China (PRC) construction workers to Dubai. This initiative was part of Credence's efforts to expand its construction expertise internationally and to meet labor demands in the Middle East.

2004: Deployment of Thai Workers for Malaysian Construction Projects

In 2004, Deployed 200 Thai workers to Malaysia for construction projects. This move addressed labor shortages in Malaysia's construction sector and provided employment opportunities for Thai workers.

2005: Deployment of Malaysian Skilled Casino Staff to Macau

In 2005, Deployed 200 Malaysian skilled casino staff to Macau. This initiative was part of Credence's strategy to support the burgeoning casino industry in Macau by providing experienced personnel.

2006: Recruitment of Filipino Skilled Welders and Fitters for Singapore Refineries

In 2006, Recruited 100 Filipino skilled welders and fitters for its refineries. This move addressed the demand for specialized skills in the oil and gas sector, ensuring the maintenance and operation of refinery facilities.

2006: Recruitment of Pest control Technician for Singapore

In 2006: Recruited 80 pest control technicians from the People's Republic of China (PRC) to work for pest control companies in Singapore, a key move in helping to meet the growing demand for pest control services at that time.

2007: Recruitment of PRC Workers for Singapore Restaurants and Coffee Shops

In 2007, Recruited 350 People's Republic of China (PRC) workers under Work Permits to serve in restaurants and coffee shops. This initiative helped meet the labor needs of the food and beverage industry, which was experiencing growth due to increased tourism and a vibrant local dining scene.

2010: Recruitment of Myanmar and North Indian Staff for Singapore's Service Sector

In 2010, Recruited 400 Myanmar staff for various service sectors, addressing labor shortages in areas such as hospitality and retail. Additionally, North Indian staff were recruited to meet the demand for workers in Singapore's service industry.

2015: Recruitment of Vietnamese Staff in the Food and Beverage Sector

In 2015, Began recruiting Vietnamese staff for the food and beverage (F&B) sector. This initiative aimed to address labor shortages in the F&B industry, which was expanding due to a growing dining culture and tourism.

Ongoing Services

As of the present, Credence continues to recruit foreign workers from various countries to meet the diverse labor needs of its economy. This ongoing effort supports sectors such as construction, domestic services, healthcare, and hospitality, contributing to Singapore's economic growth and development.

These initiatives reflect our strategic approach to managing its labor market by supplementing the local workforce with foreign talent, thereby ensuring the country's continued economic prosperity.

Business Plan and Expanding to other sectors

Credence is considering expanding into sectors that require significant manpower deployment across various industries, including healthcare, hospitality, transport, logistics, childcare, and car workshops. Each of these sectors has its own unique needs and challenges. Here’s a brief overview of how manpower deployment could be tailored to these industries:

Healthcare:
- Needs: Healthcare facilities require skilled professionals such as nurses, doctors, caregivers, lab technicians, and administrative staff.
- Opportunities: Manpower deployment can focus on providing qualified healthcare workers for hospitals, clinics, home care, and emergency services.
- Challenges: There may be regulatory requirements and a shortage of skilled professionals in certain regions.
Hospitality:
- Needs: Hotels, resorts, and restaurants require a variety of staff, including housekeeping, wait staff, chefs, managers, and event planners.
- Opportunities: The hospitality industry often requires temporary or seasonal workers to meet demand during peak times.
- Challenges: Staff turnover can be high, and training for specific service standards is essential.
Childcare:
- Needs: Childcare centers need qualified caregivers, teachers, administrators, and support staff.
- Opportunities: Growing demand for quality early childhood education and care creates opportunities for skilled professionals.
- Challenges: High turnover and the need for employees to meet specific educational or certification standards.
Transport:
- Needs: The transportation sector needs drivers, maintenance workers, logistics coordinators, and administrative staff.
- Opportunities: With the rise of gig economy platforms, there’s a growing demand for flexible and scalable workforce solutions in delivery services, ride-sharing, and logistics.
- Challenges: Safety and regulatory concerns, especially for commercial drivers and operators.
Logistics:
- Needs: Logistics companies require warehouse staff, truck drivers, logistics coordinators, and supply chain experts.
- Opportunities: Growth in e-commerce and global trade creates an ongoing demand for skilled manpower to handle inventory, shipments, and supply chain operations.
- Challenges: Seasonal fluctuations in demand can affect workforce needs.
Car Workshops:
- Needs: Car repair shops need mechanics, service advisors, technicians, and support staff.
- Opportunities: As car ownership and vehicle repairs increase, there’s a steady demand for skilled automotive workers.
- Challenges: Specialized training and certification, and adapting to new automotive technologies.

For successful manpower deployment in these sectors, Credence could focus on sourcing, training, and maintaining a flexible workforce that can adapt to seasonal or shifting demands, along with ensuring compliance with industry-specific regulations. Additionally, leveraging technology for workforce management and data analytics could enhance efficiency.