The world of work is undergoing a profound transformation. Technological advancements, automation, and globalization are reshaping industries and redefining the skills employers need. Yet, as roles evolve, one challenge has consistently remained front and center—finding the right talent.

According to the 2025 ManpowerGroup Talent Shortage Survey, 77% of employers in Asia Pacific report difficulty in filling roles—exceeding the global average of 74%. In Singapore, that figure increased to 83%, doubling since 2019 (41%). This shortage isn’t confined to one sector; it spans industries, from technology and healthcare to manufacturing and finance.

President Tharman Shanmugaratnam, speaking at the World Economic Forum in Davos 2025, highlighted a critical global challenge—“a huge mismatch of skills, and a mismatch of aspirations.” He attributed this in part to education systems expanding to be overly academically oriented, often at the expense of technical and applied learning. Such an approach has “reinforced public perceptions where academic skills are to be desired, and ranked above technical skills or the skills you acquire through experience. And that's at the heart of the mismatch between what people are trained for and what the job market and employers want.”

He stressed that both academic and technical pathways are important, but the traditional university model should not dominate the entire higher education landscape. Instead, technical and applied routes must be recognized as equally valid paths to excellence, offering opportunities to develop not only specialized expertise but also soft skills and adaptability—qualities essential for success in today’s dynamic workplace.

What Are New Collar Jobs?

The shift toward a skills-first workforce has already begun. As employers confront persistent talent shortages and rapid technological change, traditional hiring models based on degrees and rigid qualifications are no longer enough. Many organizations are starting to rethink how they source and develop talent, focusing on practical competencies and adaptability rather than relying exclusively on academic credentials.

This evolution is paving the way for “new collar jobs”— a term first coined by IBM’s former CEO, Ginni Rometty, to describe roles that require specialized technical skills but do not necessarily demand a four-year college degree. Instead, these jobs emphasize competencies which can be gained through alternative pathways, such as vocational training, industry certifications, and hands-on experience.

At its core, the concept of new collar jobs reflects a skills-first approach to employment. These roles often sit at the intersection of technology and traditional industries, blending technical expertise with problem-solving and adaptability. They are emerging across multiple sectors and are becoming critical to bridging the gap between what employers need and what the workforce can deliver.

Industries Driving the New-Collar Movement

While new collar jobs are emerging across many sectors, three industries stand out as major drivers of this transformation: Technology, Fintech, and Advanced Manufacturing. These industries are not only creating new opportunities but also redefining the skills required for success.

1. Technology / ICT / Software / Digital Services

As technology trends such as AI adoption, automation, and cloud computing accelerate, they are reshaping the skills required for tech roles and driving demand for new collar jobs—positions that combine technical depth with adaptability and continuous learning. These roles prioritize practical skills and certifications over traditional academic credentials, reflecting the shift toward a skills-first workforce.

This evolution is happening alongside steady growth in the tech workforce. For example, according to the Singapore Digital Economy Report 2024, tech jobs grew by 3.4% year-on-year, reaching approximately 208,300 roles in 2023—about 5.2% of total employment. This upward trend underscores the critical role of technology talent in enabling digital transformation.

Examples of High-Demand New Collar Roles in Technology:

Full Stack Developer

• Develops both front-end and back-end systems for web applications.
• Key Skills: JavaScript frameworks, API integration, cloud deployment, agile development.

Cloud / Solutions Architect

• Designs and manages scalable cloud infrastructure as businesses migrate to cloud platforms.
• Key Skills: AWS, Azure, Google Cloud, architecture design, security compliance.

Cybersecurity Analyst

• Protects organizational data and systems against growing cyber threats.
• Key Skills: Network security, threat analysis, incident response, certifications like CISSP or CompTIA Security+.

2. Banking & Finance, in particular Fintech, and Financial Services

The financial industry is undergoing rapid digital transformation, driven by fintech innovation, automation, and stricter regulatory requirements. Traditional roles are evolving, and employers now need talent with hands-on skills and specific technical or procedural knowledge. This shift is creating new collar jobs—positions that prioritize skills and certifications over degrees, especially in tech-adjacent areas.

This trend is also part of a broader global movement. As highlighted in Channel News Asia’s Big Read, artificial intelligence and automation are disrupting traditional white-collar roles, accelerating the need for skills-first hiring and continuous upskilling. Employers who adapt quickly by prioritizing technical skills over degrees will be better positioned to navigate this transformation.

Examples of High-Demand New Collar Roles in Fintech, and Financial Services:

Regulatory Compliance Automation Specialists

• Designs and implements automated compliance workflows using robotic process automation (RPA) and machine learning.
• Key Skills: RPA tools (UiPath, Automation Anywhere), compliance regulations (AML, KYC), data analytics.

Risk & Compliance Advisors in Fintech and Crypto

• Manages risk and compliance strategies for digital assets and fintech platforms.
• Key Skills: Blockchain technology, cryptocurrency regulations, risk assessment methodologies.

Financial Data Analysts

• Applies advanced analytics and AI tools to interpret financial data.
• Key Skills: SQL, Python, data visualization.

3. Advanced Manufacturing / Industry 4.0

In manufacturing, new-collar often refer to roles that blend mechanical expertise with digital skills. These jobs value technical certifications and hands-on experience alongside formal education, recognizing that while degrees may remain important, they are no longer the sole measure of readiness.

The emergence of new collar roles is most visible in advanced manufacturing, where technologies enabling Industry 4.0—such as automation, robotics, IoT, and advanced analytics—are reshaping production environments. Smart factories now require talent that can seamlessly integrate mechanical expertise with digital capabilities. Hence, traditional job descriptions are no longer enough; employers need people who can operate, troubleshoot, and optimize digital systems alongside mechanical processes.

Hiring for new collar roles will be critical to the success of advanced manufacturing and Industry 4.0 initiatives. It means building a workforce that is future-ready, adaptable, and capable of driving operational excellence. This isn’t just about filling positions—it’s about securing talent that can help manufacturers increase throughput, reduce downtime, leverage data for predictive maintenance, and accelerate continuous improvement in a rapidly evolving production landscape.

Examples of High-Demand New Collar Roles in Advanced Manufacturing:

Industrial Data Scientist

• Analyses data from manufacturing processes to identify trends, optimize operations, and predict maintenance needs.
• Key Skills: Data analytics, machine learning, understanding of manufacturing systems.

IT/IoT Solution Architect

• Designs and implements IoT systems that connect machines and devices for real-time data collection and analysis.
• Key Skills: IoT technologies, cloud computing, systems integration.

Automation Engineer

• Designs and implements automated systems to improve manufacturing efficiency and reduce human error.
• Key Skills: Automation technologies, control systems, programming.

Building a Future-Ready Workforce: What New Collar Jobs and Skills-First Hiring Mean for Employers

Adopting a skills-first approach is no longer optional—it’s essential for building a resilient, future-ready workforce. This shift is at the heart of the rise of new collar jobs—roles that prioritize practical competencies, certifications, and adaptability over traditional academic credentials. Many organizations are already moving toward skills-based hiring, replacing rigid degree requirements with a focus on real-world capabilities.

The next—and more complex—step is embedding this into workplace culture. This demands a mindset shift, redefining what “qualified” means, reimagining recruitment, and reshaping training strategies to ensure skills take precedence over credentials.

Here are five practical steps employers can take today:

Redefine What “Qualified” Means

Academic credentials remain important, but they should no longer be the only benchmark. A degree can demonstrate foundational knowledge, yet employers must also consider practical competencies, hands-on experience, and adaptability as equally critical indicators of readiness.

This is not a change that sits solely within recruitment teams—it must be embraced across the entire organization. Every department, from HR to business units and leadership, needs to align on what truly matters for success in a role.

• Shift the focus from “degree-first” to “skills-first”: Define roles by the technical skills, certifications, and problem-solving abilities required to deliver results.
• Embed this mindset into performance management and career progression.When managers and leaders value skills alongside credentials, it reinforces the cultural shift.
• Include adaptability and learning agility. These traits should be recognized as core qualifications, especially in fast-changing industries.

Reimagine Recruitment

Once the organization agrees on what “qualified” means, recruitment practices need to reflect that philosophy. For instance, HR and recruitment teams can:

• Rewrite job descriptions: Instead of listing degrees as mandatory, frame them as “preferred” while emphasizing the technical skills, certifications, and experience required for success.
• Use skills-based assessments:Incorporate real-world tasks, simulations, or portfolio reviews to evaluate capabilities that a degree alone cannot demonstrate.
• Expand sourcing channels: Consider candidates from diverse backgrounds—vocational graduates, career-switchers, and certified professionals—who bring relevant skills even without traditional academic pathways.

Reshape Training Strategies

Workforce transformation is accelerating, and AI is amplifying the pace of change across industries. For employers, this means that developing the skills of existing employees is just as critical as hiring new talent.

Here are key actions employers can take:

• Prioritize future-ready skills: Identify the technical and soft skills most critical for your industry—such as AI literacy, data analytics, and adaptability—and embed them into training programs. Use workforce analytics to anticipate future skill gaps and address them proactively.
• Adopt continuous and just-in-time learning:Move beyond one-off training sessions and create a culture of lifelong learning. Implement digital platforms that offer modular, on-demand courses and just-in-time training—short, targeted learning delivered exactly when employees need it. This approach ensures skills stay relevant and immediately applicable to real-world tasks.
• Blend technical and human skills: While technical expertise is essential, human skills like problem-solving, collaboration, and emotional intelligence remain irreplaceable. Design training that combines technical modules with leadership and communication workshops to build well-rounded talent.

The Role of Leadership

It’s important to recognize this isn’t just an HR initiative—it’s a cultural transformation that starts at the top. Leadership is the catalyst for this change. Without executive buy-in, a skills-first approach remains aspirational rather than actionable.

In today’s fast-evolving workplace, leaders set the tone for how organizations prioritize skills development. By championing this shift, they not only future-proof their workforce but also signal to employees that adaptability and continuous learning are valued.

Here’s what leaders can do to make this happen:

• Champion the change: Communicate why skills matter as much as credentials and model this mindset in hiring and promotion decisions. When leaders demonstrate a skills-first approach, it reinforces the message across the organization.
• Allocate resources:Invest in technology, training platforms, and partnerships that enable skills-based hiring and development. This includes funding for continuous learning and just-in-time training so employees can access relevant skills when they need them most.
• Measure and reward progress: Track outcomes that demonstrate the impact of skills-based hiring. Depending on the specific needs of the organization, this can include higher internal mobility, increased certification rates, improved retention, and faster time-to-productivity. Share these results and success stories to reinforce the shift and keep employees engaged.

Skills-First Careers: What New Collar Jobs Mean for Employees

As industries evolve and employers adopt a skills-first approach, employees must take ownership of their career development. Preparing for new collar roles means embracing continuous learning, adaptability, and a proactive mindset. Here’s how to get started:

• Commit to continuous learning: The pace of change means skills can become outdated quickly. Adopt a lifelong learning mindset and focus on learning that’s relevant to your role and career goals. Use the concept of just-in-time training—short, targeted modules that close immediate skills gaps and can be applied right away.
• Build a blend of technical and human skills:Technical expertise is essential, but employers also value problem-solving, collaboration, and adaptability. Seek opportunities to strengthen these human skills through projects, mentorship, and leadership programs.
• Showcase skills, not just credentials: Update your CV and online profiles to highlight certifications, completed projects, and practical experience. Employers increasingly look for demonstrable skills—so include portfolios or case studies where relevant.
• Stay connected to industry trends: Follow thought leaders, attend webinars, and engage in professional communities to keep pace with evolving job requirements. Understanding where your industry is headed helps you prioritize the right skills.

TL;DR: The Rise of New Collar Jobs and What It Means for You

The rise of new collar jobs reflect a broader shift in the world of work—where adaptability and practical skills are essential to thrive in an era of rapid technological change. For employers, this means moving beyond traditional hiring models and embedding skills-first strategies into recruitment, training, and workforce planning. For employees, it’s about embracing continuous learning, building both technical and human skills, and staying agile as roles evolve.

Change is accelerating, but it brings opportunity. Organizations that invest in upskilling and create pathways for career mobility will secure the talent they need to stay competitive. Likewise, individuals who take ownership of their development will be best positioned for success. In a skills-driven economy, learning isn’t optional—it’s the key to unlocking future growth.

FAQ: Blue Collar vs White Collar vs Green Collar vs Pink Collar vs New Collar – What’s the Difference?

The world of work has evolved, and so have the terms we use to describe different job categories. Here’s a quick guide to understanding these “collar” distinctions:

Blue Collar Jobs: Traditionally associated with manual labor and skilled trades, blue-collar roles include manufacturing, construction, and maintenance work. These jobs often require technical know-how and hands-on experience.

White Collar Jobs: These are office-based roles that typically involve administrative, managerial, or professional work. White-collar jobs often require formal education and focus on knowledge-based tasks rather than physical labor.

Green Collar Jobs: Emerging from the sustainability movement, green-collar roles focus on environmental protection and renewable energy. Examples include solar panel technicians, sustainability consultants, and environmental engineers.

Pink Collar Jobs: Historically linked to caregiving and service-oriented professions, pink-collar roles include nursing, teaching, and customer service. These jobs often emphasize interpersonal skills and empathy.

New Collar Jobs: A modern category that bridges the gap between traditional roles and tech-driven careers. Unlike blue-collar jobs that involve manual labor or white-collar jobs that rely on formal degrees, new collar roles prioritize skills and hands-on experience over academic credentials. They blend digital proficiency with practical application, making them essential in today’s skills-first economy.