Meet Shu Ming: Leading Talent Acquisition with Insight and Empathy

HeadHunters HQ

15 Oct 2025 — 3 min read

Image credit via Pexels: Olia

Recruitment is often viewed as a race against time. But for Shu Ming Ong, Group/Regional Talent Acquisition Partner at CompAsia, it’s about understanding people, building real connections, and shaping careers that last.

A UK Psychology graduate, Shu Ming’s journey into recruitment was unexpected, "Truthfully, it kind of came by chance. I did a degree in Psychology and was always an aspiring Clinical Psychologist (which required a Masters) but the plan at that time was to work for a few years first before continuing my Masters. A uni mate asked me if I was interested to try recruitment, and the rest was history."

What keeps him motivated, he says, is the satisfaction of helping people navigate career paths while learning the intricate human stories behind each hire. Changing people’s lives, even in small ways, is incredibly rewarding.

As the recruitment landscape continues to shift, accelerated by AI, generative technology, and the entrepreneurial ambitions of younger generations, Shu Ming emphasises that human insight is more important than ever. Technology is a tool, not a replacement for meaningful connections between recruiters and candidates.

Full Q&A with Shu Ming Ong

1. What inspired you to build a career in recruitment?

Truthfully, it kind of came by chance. I did a degree in Psychology and was always an aspiring Clinical Psychologist (which required a Masters) but the plan at that time was to work for a few years first before continuing my Masters. A uni mate asked me if I was interested to try recruitment, and the rest was history. What has kept me going is the satisfaction of changing people’s lives while learning the deep intricacies of everyday life through these interactions.

2. What makes a recruitment leader stand out today?

Empathy, being well-reasoned, good communication skills, and fairness. Qualities that matter in any leadership role.

3. Which skill is most underrated but critical?

The ability to truly resonate with candidates and stakeholders, understanding them at a deeper level.

4. How is AI shaping your team’s work in 2025?

AI helps streamline processes and analyse data faster, but it cannot replace human insight and judgement.

5. Biggest strategic challenge in talent acquisition right now?

Competing with the gig economy and the new generation’s drive to pursue entrepreneurial paths.

6. Which trend are leaders overlooking?

An over-reliance on AI can risk losing sight of the human connection that drives successful recruitment.

7. Tool, habit, or system that helps you lead effectively?

A good ATS is essential, it keeps workflows organised and allows the team to focus on candidates, not admin.

8. Advice for new recruiters aiming for leadership in 2025?

Be the leader you wished you had when starting out. Lead with guidance, empathy, and consistency.

9. What excites you about the future of talent acquisition?

The human aspect remains central, building relationships and understanding people is irreplaceable.

10. Recent achievement that made you proud?

Consistently closing 3–4 headcounts per week for several weeks, proving that structured, people-focused work drives results.

The Balance Between Technology and Human Insight

Shu Ming’s approach highlights a critical tension in modern recruitment: how to leverage technology without losing the human touch. AI and automated tools can handle repetitive tasks, screen candidates, and provide analytics at unprecedented speed. But these tools cannot replace empathy, intuition, or the ability to inspire trust in both candidates and clients.

For Shu Ming, the key is balance. “We use AI to streamline processes and reduce administrative burden, but it never replaces the conversations that matter—understanding a candidate’s aspirations, helping them see the fit within a company, or guiding leadership on team dynamics. That’s where human judgement and emotional intelligence are irreplaceable.”

This philosophy is reflected in how he mentors his team. Beyond teaching technical skills or process efficiency, Shu Ming focuses on developing interpersonal skills, resilience, and ethical decision-making. Recruitment is as much about people as it is about placement. A strong team needs both.

About Shu Ming Ong

Group/Regional Talent Acquisition Partner at CompAsia

UK Psychology graduate with experience across multiple continents
Expert in balancing technology and human insight for effective recruitment
Focused on building resilient teams that deliver resultsHis advice for aspiring leaders:“Be the leader you wished you had when starting out.”