The Chapman Consulting Group (ChapmanCG) has launched a global Talent Acquisition (TA) practice as part of its specialist HR profession only focus. This practice gives the firm greater focus in managing the careers of TA specialists functioning in in-house roles, recruitment process outsourcing (RPO) roles and agency/search roles. Headquartered globally in Singapore, the global Talent Acquisition practice is being led by Marina Paganucci, Director, based in the US and also has the close involvement of Matthew Chapman, CEO.

The practice will work with Global and Asia Pacific Heads of TA to build their in-house TA teams. It will also work with the leaders of global and asia pacific RPO providers and agency/search firms to strengthen their consulting base. “We’ve been noticing, in recent years, that the size of in-house TA teams in Asia and across the world are growing fast”, says Paganucci. “As a result, there is a dwindling supply of good TA specialists with previous in-house experience”, she adds. “We are therefore seeing more TA specialists being hired into in-house roles from RPO outfits and also from agencies and search firms”, Paganucci notes. “Such demand is causing holes in TA pools in these RPO’s and search companies”, says Paganucci. “Despite these holes emerging, we are still seeing movement backwards and forwards between in-house, RPO and agency/search, so the traffic isn’t all one way”, she adds.

According to Matthew Chapman, smarter and longer-term management is needed in the careers of TA specialists. “We’ve had instances where a talented agency recruiter has come into our network and over the years following we’ve then seen them move into an RPO, then an in-house TA role and later into an HR generalist role. Having a long term relationship with such a person is obviously very valuable – they’ve got greater trust in us when we’re called in to build their team”.

The international movement of TA talent is also hot on The Chapman Consulting Group’s radar. “We see major Asian markets like China, Singapore, Vietnam and Japan being critically short of TA talent”, says Paganucci. “Spotting ‘home’ TA talent who are internationally based or foreign talent looking for experience in these hot markets allows us to bolster our search strategy on hard to fill TA roles. With more senior TA roles being global or regional specific, we are able to place TA talent with international experience across all regions of the world”, she says.