A Strategic Approach To Building Stronger And Cohesive Team

Mark Lim, Senior Manager, Talent Acquisition, South East Asia, Pacific, Middle East and Africa, Radisson Hotel Group

Mark Lim, the Senior Manager of Talent Acquisition, South East Asia, Pacific, Middle East and Africa, at Radisson Hotel Group, has 14 years of experience in the recruitment domain. His journey began as a recruitment consultant. Over the past six years, Mark has honed his skills in executive search and various in-house roles across diverse industries. His versatility is evident in his work with different sectors, such as industrial, consumer, tech, and healthcare clients, demonstrating his adaptability and expertise in talent acquisition. In an exclusive interview with Business Management Review APAC, Mark shares valuable insights on the importance of transparency, humanity, and realistic views in HR professionals’ approaches.

According To You, What Are Some Of The Major Advancements And Changes In Talent Acquisition And Executive Search?

I have observed that during and post-COVID, particularly in the APAC market, is the impact of the “great resignation.” During COVID, there was a substantial wave of resignations as many candidates were approached by headhunters and inhouse recruiters to join their respective competitors, and as a result received substantial salary increments, particularly in the tech and services sectors.

However, since post-COVID, I have observed another trend. Following COVID, we would think that the economy will recover and the job markets will go back to pre-Covid levels. However, many companies started letting go employees and implementing cost-cutting measures, and as such the market had a surge in available candidates due to these layoffs.

From a talent acquisition perspective, this has created a unique situation. There are more candidates available, but these candidates are now realistic about their potential employers and the industries they want to work in. Due to this, the hiring process in certain markets has slowed down. On the other hand, sectors that are hiring face a challenge as candidates may not possess a thorough understanding of these areas.

This shift requires talent acquisition professionals to be more strategic and insightful about industry trends and candidate motivations. It also necessitates effective communication about the opportunities and stability within these industries to attract top talent.

As The Senior Talent Acquisition Leader At Radisson Hotel Group, What Proactive Steps Are You Taking To Tackle These Challenges?

One of the primary post-COVID challenges is cost-cutting, which has shifted our focus towards hiring local talent rather than bringing in expatriates. Traditionally, the company hired experienced candidates from Europe or the Middle East to work in Southeast Asia. While it still does this to some extent, there has been a notable change. To meet this demand, we are proactively diving into the local job markets to better understand the available talent pool. This involves extensive market research and networking to identify and engage top local candidates.

“By Maintaining Open Communication, Hr Professionals Can Build Stronger, More Cohesive Teams And Create A More Positive Work Environment”

In addition, the Europeans and Westerners already residing in Southeast Asia bring a blend of Western best practices and local insights, allowing us to maintain high standards while adapting to regional nuances. This combination ensures that our operations benefit from global expertise tailored to local preferences.

Is There Any New Approach Or Technology In Talent Acquisition That Excites You And Could Potentially Reshape The Industry?

One of the most exciting advancements in talent acquisition is the advancement of social media and applicant tracking tools (ATS). Modern ATS platforms now offer advanced data and insights, allowing us to analyze the source of our applicants, track the number of candidates at each stage of the hiring process, and make more informed decisions. These tools provide a clearer picture of the applicant pool and help us educate hiring managers about the talent landscape and current market conditions.

Such advancements are making the talent acquisition process more efficient and data-driven, ultimately leading to better hiring outcomes and a more strategic approach to recruitment. For instance, I used LinkedIn Insights, which offers comprehensive market data. It provides insights on talent within a specific market, including diversity metrics. This information helps us set realistic recruitment expectations. It allows us to understand not just the quantity but the quality and diversity of the candidates, which is crucial for making strategic hiring decisions.

What Advice Would You Give To Aspiring Entrepreneurs And Hr Professionals In Similar Positions?

The advice I would give to the candidates is to be human and transparent with the business and employees. For HR professionals, I believe one of the most important things is to treat everyone like adults in the room. There have been instances where HR professionals are opaque and hesitant to tell the truth, which creates conflict and friction within the team.

It is crucial to step up and be honest with your team and employees, providing a realistic view of the company’s situation. This transparency nurtures trust and helps manage expectations, ensuring that everyone is on the same page.