Category: Talent Intelligence & Advisory
- Ian McCreery, Adam Godson, Jo Vohland
- Natalie Badawy, Alexia Ellmers, Ashleigh Lyas
In 2026, the most effective talent acquisition professionals have stepped into the role of commercial coach. By moving beyond order-taking, these partners provide the value, data, and perspectives that hiring managers simply don’t have. This shift ensures that before a role is even posted, the strategy has been challenged and refined to maximize ROI and strategic alignment with departmental goals.
- Hai Nguyen
The Strategic Workforce Planning session at ATC2025, presented by Chris Hare and Alicia Roach, was one of those moments that made you stop and rethink how your organisation really plans for the future. It unpacked what happens when workforce planning evolves from a numbers exercise to a true business capability - one that connects people, purpose, and performance.
- Olga Barrett
Thinking of hiring in APAC? Forget one-size-fits-all. From China to Vietnam, Singapore to Japan, every market moves to its own beat - culturally, economically, and legally. What worked yesterday won’t work today, and what works here might fail there. Talent pools shift, policies tighten, and candidates’ priorities evolve faster than most playbooks can keep up. Dive in to uncover the realities, myths, and strategies that actually work when expanding across East Asia - warts, wins, and all.
- Olga Barrett
TA leaders often fight for credibility despite driving revenue through strategic hiring. This is my take on how to quantify TA's business impact, shift from order-taker to advisor, and build data-driven operations, calculate hiring ROI, optimise budgets, and position TA as a profit centre - not just overhead.
- Olga Barrett
Too often 'Agile' means 'we have no deadlines or planning', 'we react to every whim', 'need for speed, quality is secondary'. In fact, any mess can be justified as an 'Agile approach', and if you dare ask for structure or sanity, you risk being labelled 'rigid'.
The Agile Manifesto, born when developers, sick of siloed work, realised the only way to satisfy customers was through collaboration. With geographical expansion, demand surges and spikes, high volume of niche roles and business pressures to keep productivity up and cost per hire down came some big changes. Working just in your locale with occasional 'support' from others was not an option anymore. Before adopting Agile, we had to embody its core principle: being agile - able to move quickly and easily. When role surges hit, we assembled cross-border project teams (TA Leads, Ops, Sourcers, Marketing).
- Olga Barrett
Skills-based recruitment has become increasingly popular in the last few years, and for a good reason. We are looking at a range of sizeable benefits that happen to be especially relevant in the world of the gig-economy upsurge and talent scarcity.
After we finally admitted that the past does not necessarily define the future, and that lie detectors and psychological testing can predict one’s success only slightly better than astrology and fortune telling, many companies came to realise that when done right, skills-based recruitment is quite cost-effective.
And indeed, what is there not to love?
- Nadine O’Regan
Talent Acquisition is Evolving: New Report Reveals the Five-Stage Journey to Talent Enablement. A new report by Talent Strategy expert Nadine O’Regan unpacks the rapidly shifting landscape of Talent Acquisition, revealing a maturity model that redefines the function’s role in business success. The report explores how TA teams are moving beyond traditional hiring practices into strategic business partnership and talent enablement.