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  • Published on

    Business is always personal in Asia.

    AsianCulture Leadership Recruitment

    Business is always personal in Asia.


    We often assume business is a universal language, but the "dialect" changes drastically across borders.


    In many Western contexts, the sales revenue or transaction is king. But looking through an Asian lens, all business is personal. It isn't just about contracts or invoices; it is about the human connection & lifelong trust behind them.


    There is a profound preference for harmony. Rather than the "move fast and break things" approach—often viewed as the destruction of the normal order—there is a focus on stability, respecting hierarchy, and maintaining balance.


    This "Let's not change anything" miindset heavily influences leadership expectations. Asian bosses typically prioritize deep, demonstrated loyalty from their existing staff over the ambitious new hires. However, new hires who can lead and execute the business plan will win over the bosses. It is not about the volume of your voice in the boardroom, but the depth of your commitment after you leave the room.


    To navigate the global market, we must move beyond our own cultural defaults and appreciate these nuances in Asian markets. What works in one city may not in another Asian city..


    How do you balance the drive for business transformation (disruption) with the need for harmony in your professional relationships? What happens when the firm faces a crisis unsolvable using existing leadership?


    #DigitalTransformation hashtag

    #ChangeManagement hashtag

    #BusinessTransformation hashtag

    #BusinessCulture hashtag

    #GlobalBusiness hashtag

    #Leadership hashtag

    #Networking hashtag

    #AsiaBusiness hashtag

    #AsianCulture

  • Published on

    Something was missing. So we didn't hire that person...

    Recruitment Interviewing

    Something was missing. So we didn't hire that person...


    Sounds familiar? Some companies whinged that there's a limited number of Asia-based university graduates with real-world, practical Big Data and AI skills. This has a huge impact on hiring the right AI talent, leading to challenges for companies looking to improve using AI strategies in Asia.


    Tight Talent Pool:

    With a lower number of these Business+digital savvy graduates, the pool of available AI talent is reduced, creating a tighter labor market. This leads to increased hiring competition among employers for the available candidates, potentially(most likely) driving up salaries and benefits to attract the best candidates. (also, intense competition for talent will shorten the interview process, which could be good or bad)


    Skills Mismatch:

    If the graduates produced by universities do not have the robust data analysis skills, business acumen and technical AI skills that employers are looking for, this skills mismatch can result in graduates being underemployed or unemployed. Employers struggle to find suitable candidates for AI-related roles.


    In conclusion, skills mismatches and challenges to adapt to changes caused by AI innovations can be crucial for sustainable growth of companies. After all, AI is everything now. (until the next level when GenAI becomes sentient...)


    "Success breeds complacency. Complacency breeds failure. Only the paranoid survive." - Andy Grove, ex-CEO of INTEL


    https://lnkd.in/gaZYB9jz

  • Published on

    too much A.I. during hiring?

    AI Interviewing Recruitment
    According to a 2024 Dexian survey, employers rely too much on technology and AI when it comes to hiring.  It found that 72% of workers feel this way.
    Workers weren’t big on employers using AI to review resumes and applications. Only 24% believe that AI should be used for this purpose.

    what do you think?  Especially in evaluating talent from diverse communities and various counties in Asia, recruiters who depend on AI and keywords might fail to select the right candidate, whose CV has fallen through the cracks.
    ​
  • Published on

    the Challenges of hiring top digital talent in Asia

    AsianCulture Recruitment In-Demand-Skills
    Image description





    ​The demand for highly-skilled business and IT professionals now outpace the supply. 
    ​
    We believe that tech talent shortages most likely impact the following areas: 
    - Cybersecurity: With cyber threats more sophisticated than ever, skilled cybersecurity professionals are in demand. 
    - Software development: Companies need more software developers to keep up with rapid technological changes and the growing need for custom software solutions. 
    - Data analysis and data science: Today’s businesses need skilled data analysts and scientists to capture, interpret, and use various data to drive growth. 
    - Artificial intelligence (AI) and machine learning (ML): These are driving innovation in every field – from healthcare to finance to manufacturing – so the demand for AI and ML specialists is high. 
    - Cloud computing: As more companies migrate to cloud platforms, the need for cloud computing professionals surges. 
    - Emerging technologies: More firms are integrating blockchain, augmented reality (AR), virtual reality (VR), and other emerging technologies into their businesses and consumer products, increasing the need for experts in these fields. 
    - Tech support and IT services: As technology takes center stage in nearly every industry, companies need professionals to support their tech systems. 
    - Non-tech roles: The world is becoming increasingly digital, and tech touches nearly every role. The workforce at large must be more tech-savvy. 

    The tech skills gap can lead to many problems for your business. It can set you back in your plans to innovate, hinder opportunities and growth prospects, and prevent you from meeting customer needs. 

    Add the perpetual shift and evolution of technology, and each year continues to present different recruitment challenges for organisations to navigate.

    Here are key challenges which organisations face when recruiting:

    - The shortage of available talent. The demand for skilled and experienced technology professionals has never been higher and subsequently organisations are finding themselves under immense pressure to find the talent to deliver on projects. Organisations are competing for the same skills and many are turning to contractors to fill immediate skills gaps. DevOps Professionals, Cyber Security Specialists, and Data Scientists are only the beginning of a long list of critical tech skills that are in short supply. This is further compounded by very specific demands from organisations who are no longer just looking for professionals with the desired technical expertise. Added to this they now want relevant industry experience, demonstrable business acumen and good communication and interpersonal in order to help an organisation navigate future business challenges.
    - The right candidates may live elsewhere. The shortage of local tech talent means organisations are expanding their geographical search. This opens up opportunities to find highly skilled talent not just within another state or region but on a broader global scale too. Remote working is not without its challenges, but technology increasingly allows communication, collaboration, relationship building and knowledge sharing solutions.
    - Top talent wants a competitive salary & benefits. Tech professionals know they are in high demand and therefore have the upper hand in salary negotiations and selecting the right role for them. The overall package is increasingly important to top talent.  Organisations must also now sell the job and career opportunity to candidates. An organisation’s brand matters more than ever given the reach of social media and online reviews. Building a reputation as an employer of choice is therefore key. Part of this involves promoting career progression opportunities, the ability to work with cutting-edge technologies and continuous learning opportunities. Additional benefits such as flex-place or flex-time, extra superannuation or performance-based bonuses can also be the differentiating factor between candidates choosing one role over another.
    - Slow hiring processes:  In order to ensure the best talent doesn’t get snapped up by rival businesses, employers, particularly in the world of tech, need to consider how they can shorten their recruitment process. For instance, candidates could undertake multiple interviews with co-workers, senior management and the HR/talent team, sit aptitude and technical tests, receive feedback and be offered a conditional role, all in just one day. We’re seeing companies already using such a scaled-down recruitment process for certain positions and this approach brings advantages to both the employer and the candidate. 
    - Today’s requirements could change tomorrow. Given the rapid rate of technical innovation, it is difficult to predict what kind of disruption organisations might face next. Employers are therefore recruiting tech talent who not only fulfil a specific need of today but are futureproofed to stay relevant in future.  This means looking at how a candidate’s skills have changed over time to establish their level of adaptability and willingness to continuously upskill.

    Attracting and retaining top tech talent will remain a challenge given the current supply and demand ratio, but employers that develop and adjust their recruitment practices accordingly will secure strong candidates in our evolving digital landscape.
  • Published on

    WHy use a.i. to find talent?

    AI Recruitment
    AI is the latest trend in business and everyday activities.  It seems like you cannot go anywhere without hearing about AI.  What is the real advantage in using AI to find and recruit the right talent for your team and company?

    Using AI to find and recruit the right candidates offers several significant advantages:

    1. Efficiency and Speed:
    AI can streamline the recruitment process by quickly scanning and analyzing large volumes of resumes and applications. This reduces the time needed to identify qualified candidates, enabling recruiters to focus on high-value tasks such as interviews and candidate engagement.

    2. Improved Candidate Matching:
    AI algorithms can assess candidates' qualifications, skills, and experiences more accurately by comparing them against job requirements. This leads to better matching of candidates to roles, increasing the likelihood of successful hires.

    3. Unbiased Screening:
    AI can help reduce human biases in the initial screening process by focusing purely on candidate data and qualifications. This promotes a more diverse and inclusive hiring process by ensuring that all candidates are evaluated based on objective criteria.

    4. Enhanced Candidate Experience:
    AI-powered chatbots and virtual assistants can provide timely responses to candidate inquiries, guide them through the application process, and offer personalized interactions. This improves the overall candidate experience and keeps potential hires engaged.

    5. Data-Driven Insights:
    AI can analyze recruitment data to provide insights into the effectiveness of different sourcing channels, the performance of various job postings, and the success rates of different hiring strategies. This helps recruiters make informed decisions and optimize their processes.

    6. Predictive Analytics:
    AI can use predictive analytics to forecast a candidate's potential success and long-term fit within the organization. By analyzing historical data and performance metrics, AI can identify traits and patterns associated with high-performing employees.

    7. Automation of Repetitive Tasks:
    AI can automate many repetitive and administrative tasks in the recruitment process, such as scheduling interviews, sending follow-up emails, and updating candidate records. This frees up recruiters to concentrate on more strategic aspects of hiring.

    8. Scalability:
    AI systems can handle a large number of applications simultaneously, making it easier to scale recruitment efforts during peak hiring periods without compromising on quality or speed.

    9. Cost-Effectiveness:
    By automating and optimizing various stages of the recruitment process, AI can reduce the costs associated with manual recruitment activities, such as sourcing, screening, and interviewing candidates.

    10. Enhanced Candidate Sourcing:
    AI can mine a vast array of online sources, including social media, job boards, and professional networks, to identify passive candidates who may not be actively looking for a job but are a good fit for open positions.

    11. Continuous Learning and Improvement:
    AI systems can continuously learn and improve from new data, adapting to changing job market trends and evolving job requirements. This ensures that recruitment processes remain current and effective.

    12. Consistency and Standardization:
    AI ensures a consistent and standardized approach to candidate evaluation, reducing variability in the recruitment process and ensuring all candidates are assessed using the same criteria.

    Therefore, leveraging AI in recruitment enhances the overall efficiency, effectiveness, and fairness of the hiring process. By automating routine tasks, providing data-driven insights, and improving candidate matching, AI empowers recruiters to make better hiring decisions and ultimately build stronger, more diverse teams.

    But there is an inherent weakness in using AI alone to find exceptional candidates.  We will tell you more about this in another post...