Get Ready for a New Seismic Shift in Talent Acquisition

There have been a handful of seismic shifts in talent acquisition over the years … … job boards … applicant tracking systems … social media

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asia pioneers latest recruitment channel. #modernhr

4 Steps to Make Managers Into Great Coaches

Great management coaching can be a significant factor in creating sustained organizational productivity and success. Though there are many programs that teach managers how to coach, it seems that few managers know how to coach well. Cerebyte Inc., a company that focuses on creating high-performing organizational cultures, analyzed the coaching role to get a better understanding the factors that prevent and promote great coaching and found many causes for the lack of good coaching (Editor’s note: The author is CEO of the company). First, there . . .

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Some good Coaching insights.

The Perks of Having Perks

Attraction and retention are two of the most key elements to the hiring process. You want candidates to want to work at your organization, and on top of that, to want to stay with your organization. With all of the fierce competition out there in the

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Do companies need perks? interesting article and viewpoint

An Employer To Employee Perspective Of Brand Name Marketing Today

Does your business have the five brand elements that draw in the best suited individuals for your company? Discover exactly what these are here.

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Should your HR team be trained markeing professionals?

Are Recruitment Agencies still a great way to find talent?

Finding talent



Every day you don’t have a person in a role it costs your company money, either in opportunity cost or revenue at risk.

So: Time to hire’ is a critical factor that should influence your decision on which channel/s you use to find talent.

Recruitment channels available for finding talent vary between:

  1. Job Boards
  2. Social Media communities
  3. Internal Referrals
  4. Company database
  5. Advertisements ( e.g. Press, TV, Radio)
  6. Recruitment Agency (aka the head-hunter)

A snap shot view of pros and cons of each recruitment channel you could use prior to a recruitment agency:

1.  Job boards

e.g. Jobs DB, Monster


  • Low cost.
  • High volume of talent where general skills are abundant.


  • The talent has to be on the job board.
  • Not all talent has access to internet. (e.g. Only 37% of Thailand has a smartphone)

2.  Social media communities

e.g. LinkedIn, Facebook, Naukri, Ren Ren etc.


  • Low cost.
  • You can proactive source people whom may not be actively looking.


  • If they don’t like your marketing message candidates won’t respond
  • If they don’t rate your recruiter they won’t respond e.g. are they senior enough to engage with a C level person on LinkedIn?

3.  Employee Referrals

e.g. Company employees, Company Alumni, Internal Talent.


  • Low cost.
  • A force multiplier to your recruitment as it extends your recruitment team size.
  • Consistent approach to your HR messaging that you investing in your talent.


  • Nepotism, Cronyism can lead to lack of diversity,
  • How do you know that your people know the best in the market; think are all your friends as capable as you? Is internal talent stale, do they bring new ideas?

4.  Company Community Talent pools

e.g. Database, Predictive search software


  • Low – Medium cost.
  • Great if you remain engaged with the talent.
  • Effective if you codify and use correctly.
  • Great sustainability and can lead to just in time hiring.


  • Often poorly managed:
    • The engagement becomes mismanaged, so the talent becomes disengaged.
  • Recruiter’s seldom trained correctly on the tools available.

5.  Advertise

e.g. Radio, TV, Print, Billboards


  • Low cost.
  • It still works great for brand building


  • If your talent doesn’t see the advert, they can’t apply.

So why use a recruitment agency if the other channels can yield your talent.

6. Recruitment Agencies/Vendors.

e.g. Agency, head-hunter, search-firm, Recruitment Process Outsourcing (RPO)


  • Low – Medium – high costs.
  • They can execute on confidential searches, you can’t.
  • They can provide volume scalable solutions instantly you can’t.


  • Perceived high cost of use: Negotiate the price, understand the true costs.
  • They are often only as good as the individual recruiter/s you use.

Final Word:

So, yes, Recruitment firms are still an excellent channel for recruiting! especially when you consider the cost of not having the right talent at the right time.

Because recruitment firms have specialists who:

  • Know their market.
  • Continuously manage their talent communities.
  • Can scale at speed for your needs.
  • Delivery confidential searches.
  • Know how to market your role and company.

So I recommend you have a blended preferred supplier list of firms:

  • Global suppliers to leverage your global spend.
  • Local boutiques who have local market intimacy.
  • RPO for scale and elasticity.
  • Specialist skills firms who have niche networks.
  • A mix of senior search firms to volume recruiters companies.

Because when you have: a need to hire at speed, you understand the financial impact of not hiring, or  a confidential search, you will be glad you have the relationships in place!

Almost the final word, possible companies and people to consider.

Example of companies and individuals I have worked with in recruitment firms who provide exemplary service when engaged correctly:

Great Global Firm Korn Ferry in Asia Pacific  a good contact is Arvind Mathur

Global Firm Heidrick & Struggle’s  in EMEA a good contact is Jake Gordon-Clark

Global Niche Specialist  Carter Morris, specialists in HR Recruitment, a good contact is Leanne Morris

Great recruiter in the UK market is Adrian Dawson  at Michael-Page London

Great RPO Company Simon Bradberry Asia Pacific Resource Solutions.

How to find your next job!!

Do you want to feel like this:


then knowing how to plan



is why I wrote a book based on 18 years of recruitment experience; as a headhunter, a goal head of recruitment and as a  candidate it shares my observations on what works and what doesn’t:

The job of getting a job

The book was written with my view on how to get a job. It is a fast, direct approach to enable you to create the problem of choice ( multiple job offers). I guide you on how to become a Marketing, PR and Salesperson of you. How to talk directly to hiring managers without waiting for job adverts to respond to. How to create a marketing campaign about you. How to understand the tactics on passing interviews. How to write a CV. How to use PR techniques to sound more convincing in Interviews. It is based on my 15 years as a headhunter/recruitment consultant working globally. I have interviewed on average 3000 people a year. I have worked with companies from the top 50 global MNCs. This book is a must read if you need to understand how to be motivated and successful in getting a job.

Let me know what you think of the book.

Robots only automate Process, True or False? HR is not ready for the new you?

Augment, Adapt, evolve repeat, maybe the new future use of IOT is to integrate them into humans, cyborgs, if so how will HR cope with the new, well us? Talent Management, HR development will be radically different:

By now unless you live under a rock you get the idea that any future process will be automated. But in the same breath we all think ‘ahhh creativity’, my job is about creativity and I will continue without impact from my metal friends,perhaps, think again:

Dancer, Golfer,Chef,Racing Driver,Artist:


“i was fortunate to watch this riveting show in Singapore, you start watching the Robot more than the Dancer, you wonder if the Robot could tell the dance what to do, Huang yi sees the robot as an extension to himself”.


” i played for 20 years never got a hole in one”



‘ I want to try my mums apple pie’..

Racing Car Driver

‘Bit boring no crashes, but a true measure between cars what an interesting race.’



‘ Paul has a style all of his own, don’t all artists?’

So in the great words .. if you can’t beat them join them… ‘Cyborg up’!!

Kevin Warwick


So if you can’t code, cant create, and you “wakeup, work, sleep, repeat” then maybe you need to get ahead of the game and well get a  new head. What do you think?

Augment adapt evolve repeat.


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