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
Recruiters are under pressure like never before. In Singapore and across Southeast Asia, the race for talent is faster, smarter, and more competitive. Yet even with sophisticated tools, top candidates are slipping through the cracks — and few companies realise just how costly these misses can be. Small missteps, like a
Recruitment today is evolving faster than ever. From AI reshaping how we hire to global talent moving across borders, the landscape is full of opportunities and challenges. At HeadHunters HQ, we’re shining a light on the people who are not just keeping up, but leading the way. This week,
In today’s rapidly evolving workplace, one challenge towers over all others for recruitment professionals: high competition for talent. The modern workforce is no longer content with standard job postings and traditional hiring processes. Candidates have choices, lots of them. The rise of the gig economy, remote work, and flexible
Singapore has long been a regional hub for business and innovation, and its approach to talent acquisition is no different. As companies in the city-state and across Southeast Asia compete for top professionals, the hiring landscape is rapidly evolving. Data-driven insights and AI-powered tools are transforming recruitment practices, yet the
Recruitment leaders in Singapore and across Southeast Asia face a common challenge: understanding why strong candidates slip away during the hiring process. In many cases, teams rely on instinct or anecdotal feedback to guess what went wrong. Yet, without data, these insights are incomplete at best and misleading at worst.
Recruitment in APAC is moving at a rapid pace, with digital adoption reshaping how organisations attract and engage talent. Among the innovations taking hold, virtual career fairs have emerged as a powerful tool for recruiters seeking to reach wider talent pools without the limitations of geography or costly physical events.
For years, the Applicant Tracking System (ATS) has been the backbone of recruitment. Designed to store CVs, manage applications, and track candidates through stages, it became the default tool for hiring teams across the world. In Singapore and Southeast Asia, many companies adopted ATS platforms as a way to bring
Recruitment has always been about people, but for too long the process has been defined by paperwork, portals, and waiting games. Candidates spend hours filling in forms and uploading CVs, only to be left in silence. Recruiters, meanwhile, are swamped with emails and repetitive questions, trying to balance speed with
Singapore and Southeast Asia are at the heart of a rapid economic transformation. Digitalisation, new investments, and shifting workforce expectations are creating fresh opportunities. Yet for every opportunity comes a major challenge: talent. Finding and keeping the right people has become one of the toughest business problems in the region.
In 2025, the conversation about work is no longer about whether remote work is here to stay. It is about how companies adapt their hiring processes to match this new reality. With 68% of Singapore’s workforce now enjoying hybrid work options, the highest rate in the Asia-Pacific region (Reeracoen
In the fast-paced world of recruitment, speed, efficiency, and accuracy matter. With talent shortages, high competition, and candidates expecting smooth hiring experiences, employers are under pressure to level up their hiring game. Enter AI: Artificial Intelligence is revolutionising how companies find, evaluate, and engage with talent. But with all its
For decades, a university degree was considered the gold standard of qualification. Job postings routinely listed a bachelor’s or master’s degree as a minimum requirement, regardless of whether the role actually demanded it. But the world of work has changed dramatically. With rapid technological shifts, evolving job functions,
In today’s competitive talent market, how you present your company to the world matters more than ever. Employer branding isn’t just about fancy logos or catchy taglines, it’s about the real experience of working at your organisation. As we move through 2025, companies that stand out are
Remote work has gone from being a trend to becoming a standard operating model for many organisations. With this shift comes a huge opportunity: the ability to tap into a global talent pool. But hiring remotely isn’t just about switching Zoom on and hoping for the best. It requires
Recruitment doesn’t end when a candidate accepts an offer—in fact, that’s just the beginning of the candidate’s real journey with your company. A seamless experience from application through onboarding is critical to securing top talent, reducing early turnover, and setting the tone for long-term engagement. This
In today’s dynamic job market, reactive hiring—waiting until a vacancy arises to search for candidates—is no longer efficient or effective. Companies that rely solely on job postings and ad hoc recruiting often miss out on top talent, face longer time-to-hire, and struggle with business continuity. Building a
Hiring top talent is one of the most critical drivers of business success. Yet many companies unknowingly sabotage their own recruitment efforts through outdated, inefficient, or poorly managed hiring processes. In a competitive job market, small missteps can lead to big losses—with your ideal candidates accepting offers elsewhere or
Diversity, equity, and inclusion (DEI) are no longer just HR buzzwords, they are key business priorities with tangible benefits. Organisations with diverse teams consistently outperform those that are homogeneous, yet many companies struggle to move beyond surface-level initiatives. This article explores why diverse teams perform better, how to eliminate bias
Recruitment is no longer just about matching skills to job descriptions. The best recruiters understand the deeper motivations that drive candidate decisions. Beyond salary and job titles, candidates seek meaning, recognition, autonomy, and alignment with their personal values. Understanding the psychology of recruitment can help you craft offers that resonate,
In today’s fast-paced hiring landscape, small and medium-sized enterprises (SMEs) across Singapore and Southeast Asia are competing for top talent like never before. But many are unknowingly sabotaging their own recruitment efforts by relying on outdated, manual hiring processes. From spreadsheets to endless email chains, these traditional methods are
In Singapore’s fast-paced and competitive business landscape, small and medium-sized enterprises (SMEs) face unique recruitment challenges. Unlike large corporations with dedicated HR teams and hefty software budgets, SMEs require flexible, cost-effective hiring solutions that adapt to their scale and pace. Yet, many SMEs find themselves struggling with traditional enterprise
Recruitment in Singapore is evolving quickly. The demand for faster, smarter, and more scalable hiring processes is growing, and artificial intelligence (AI) along with automation are now central to that change. As we move through 2025, recruitment agencies, in-house HR teams, and SMEs across Southeast Asia are realising that traditional
In Singapore’s tight job market, competitive pay is essential—but not enough to retain talent. A recent study found that 62% of employees in Singapore would quit if they didn’t feel a sense of belonging at work, rising to 67% among Gen Z. This article explains why belonging