We all know that choosing a new Talent Acquisition (TA) role can feel like a big leap. It’s not just about a paycheck – it’s about whether this opportunity is a career-boosting dream or if you’re stepping into a job that might make you regret that click on the ‘apply’ button. If you’re reading this, you probably already know how competitive the talent market is in Singapore and across Asia, so it’s even more important to make the right call. Here are some key things to consider before you sign on the dotted line.
1. Is This a Reactive Hire or a Strategic Hire?
This is a biggie. Is the company hiring because they’ve got their act together and need a TA pro to help them scale, or is this a knee-jerk reaction to a sudden hiring crisis (or worse, turnover mayhem)? A reactive hire can often mean there’s a bigger issue lurking behind the scenes. But if it’s a strategic hire, it likely means the company is growing and is seriously thinking long-term about its talent needs. In Singapore, where the talent market moves fast, it’s good to know whether you’re part of a long-term vision or just the solution to an urgent gap.
2. How Likely Is This Role to Still Be Here in 12 Months?
In today’s fast-moving market, you can’t afford to jump into a role that might vanish when the business hits a rough patch. Think about how stable the company is. Does it have a good track record, or is it a startup with more pivoting than planning? If the role is in an established company with solid foundations, it’s more likely to be a stable gig. But if turnover is a regular thing or if you’ve heard about layoffs in the grapevine, it might be a red flag.
3. What Are Your Priorities – Are They All About Specific Projects?
Now, let’s talk priorities. Is the role all about completing a single project, like a mass recruitment drive, or does it involve shaping the company’s long-term hiring strategy? If it’s just about one big project, it could be exhausting, and you may miss out on more strategic, creative work. On the flip side, if you’re handed the reins to a comprehensive strategy, it’s a chance to make a real impact. Just make sure you’re not locked into one-off projects that won’t let you stretch your TA muscles.
4. What Part of the Recruitment Lifecycle Are You Handling?
We all have our strengths, right? Some of us love sourcing and finding that perfect candidate, while others prefer getting involved in the entire process from start to finish. So, what part of the recruitment lifecycle will you own? Are you merely screening resumes, or will you be a key player in the full-cycle recruitment process? Ideally, you want to have input into every part of the lifecycle – especially if you’re a senior TA pro looking to make a bigger impact. If the role feels too narrow, it could get old fast.
5. Are You Expected to Do Grad Hiring – Do You Want To?
Graduate hiring can be a lot of fun – shaping the future talent pool, fresh minds, and all that good stuff. But not everyone loves this side of recruitment. Some TA professionals prefer focusing on mid-to-senior level hiring or talent pipelining. If the role requires a lot of grad hiring, ask yourself whether that aligns with your interests. And if it doesn’t, be honest with yourself about whether it’s something you’re willing to do.
6. How Is HR/TA Treated by the Business?
Let’s face it – in some companies, HR/TA is treated like the department you go to when you need someone to blame. But in others, HR and TA are seen as key business partners who help drive success. So, how is HR/TA treated in this company? Are they seen as strategic partners in the company’s growth, or do you feel like you’re just ticking boxes? In Singapore’s competitive market, companies that view HR and TA as integral parts of the leadership team are usually the ones succeeding in attracting the best talent.
7. Do You Have Any Autonomy?
Autonomy is one of those things that can make or break your experience in a TA role. If you have to follow strict scripts or get approval for every decision, you might feel more like a recruiter robot than a strategic partner. If the role offers you the freedom to make decisions and shape your own recruitment strategy, that’s a major win. Plus, it’s a lot more rewarding when you can make an impact in your own way.
8. Does HR Have a Seat at the Leadership Table?
Do you have a voice in the big conversations, or are you left out of the loop? A company that values its HR and TA departments will ensure that you have access to leadership and a seat at the table where decisions are made. In a place like Singapore, where talent is a critical asset, this is especially important. Without that seat, you could be working in silos, which makes it harder to make an impact.
9. How Is Their Brand in the Market?
In a market like Singapore’s, where talent is in high demand, company brand matters a lot. Does the company have a strong employer brand that attracts top talent, or are you constantly fighting an uphill battle to convince candidates to join? A strong brand means you’ll have an easier time attracting the right people and could give you some serious bragging rights. But if the company is known for bad hiring practices or a toxic culture, you might want to think twice.
10. What Is Their Attrition Rate?
If the company has a high attrition rate, it could be a sign that something’s not quite right. Maybe employees are unhappy, or maybe the leadership is unstable. Either way, if the company can’t retain talent, that’s a big red flag. In Singapore’s competitive market, companies that can’t keep their employees happy and engaged are often the ones struggling the most to fill positions.
At the end of the day, choosing the right TA role is about finding a balance between your career goals, the company’s culture, and the level of responsibility you’re ready to take on. Don’t rush the process – the right fit is out there, and when you find it, you’ll know it. So, take a step back, ask the right questions, and make sure the role you’re considering is one that will not only challenge you but also allow you to grow and thrive.
Is it a dream role or a nightmare? You decide.
