I think fundamentally it’s the shift between understanding that recruitment and talent acquisition
are not the same thing, right? So when most people talk
about talent acquisition what they really mean is recruitment.
But, recruitment is essentially the process by which you manage
an application once it’s received. And if we put that into a Singapore lens,
only 20% of the talent pool is looking. It’s an extremely kind of a
short market, and therefore you can’t rely on the old ways of
recruitment to actually hire people. So, when people talk about talent acquisition
in the traditional recruiting sense, it’s very much around well
somebody applies, we screen a CV, we arrange an interview,
and then we make an offer, and do some reference checking
or onboarding with that. But now what talent acquisition
is supposed to be, is the strategic acquisition of talent—”talent acquisition”.
And so now there’s a shift away from, you know, most of managing
the process, because the process can be automated to a large degree now.
I’m in fact, about to implement an AI tool that is going to automatically schedule all
interviews via a robot. And so it comes down to: how do we
actually acquire the talent in the first place? So if we have a vacancy—well, who’s
decided that the vacancy is valid? So the manager may want X—but
do we know that talent’s available? Is it in that budget? Is that—
does that capability actually exist? And so talent acquisition
playing the role in the beginning of actually helping with business
planning, workforce planning, in terms of there’s what we want, but actually
what we may be able to get. Therefore, how do we actually structure
that in the very beginning and then playing almost
an internal coaching advisor role with the business
throughout that process? Are we interviewing in the right way?
Are we assessing on capability? Or just on this is what X
used to do previously? And how does that align to where we’re
actually going, as an organisation? And I think most people still don’t understand
how talent acquisition can do that. But that’s very much what’s changed, and the firms that are certainly not struggling as much in the war on talent— that is the key difference.