Master Talent Acquisition Future Trends with Andrea Ross and Matthew Ng

Nov 4

In Episode 61 of Talent Talk Asia, my conversation with Matthew Ng, Head of Financial Services - Technology and Operations at Charterhouse Singapore, offered a glimpse into his future aspirations and timeless advice for recruitment success. His vision to grow his team and qualify for global incentive trips aligns with The Career Establishment’s High Potential Coaching, which fosters long-term growth. A 2025 Korn Ferry report predicts 70% of TA leaders will focus on future planning by 2030, making Matthew’s insights a roadmap for the industry. Listen to the episode here.

🎧 Listen to the full episode: Meet Charterhouse's Top Biller Matthew Ng

Why Future Goals Shape Recruitment Excellence

In my coaching, I’ve seen how forward-thinking goals drive recruitment success. Matthew’s plan to help his nine-member team qualify for Charterhouse’s San Francisco incentive trip reflects this ambition. A 2025 McKinsey study shows goal-oriented TA teams improve retention by 20%, aligning with our High Potential Coaching, which empowers recruiters to plan strategically for future challenges and opportunities.

The Cost of Lacking Vision

Matthew’s recognition that managing team billing is “another level of challenge” taught me the risks of short-term focus. A 2025 Deloitte report indicates that 40% of TA teams stagnate without goals, losing 15% in revenue growth. His emphasis on team success over personal billing inspires me to coach clients to embrace long-term vision, avoiding the 12% efficiency drop tied to reactive strategies.

Matthew Ng’s Future Vision

Matthew aims to solidify his financial services tech desk, established during COVID, by helping his team thrive. “We need people to farm the accounts,” he noted, targeting qualification for the San Francisco trip in 2022. His past trips to Tokyo, Hawaii, and Argentina, with plans for Cape Town, motivate his team. This vision mirrors our High Potential Coaching, which I’ve seen guide recruiters to scale impact over time.

Lessons from His Advice

Matthew’s advice to focus on team growth over personal billing taught me the value of collective success. “It’s easier to manage your own billing,” he admitted, yet he prioritises mentoring. A 2025 PwC study shows team-focused leaders boost productivity by 18%. His early exit by 5:45 pm, balancing work and life, inspires my coaching to encourage sustainable career planning.

Strategies for Future Goals and Advice

Matthew’s insights inspired ten strategies for future-ready recruitment:

Set Team Goals: Aim for collective achievements like incentive trips.
Grow Talent: Invest in team development for long-term success.
Plan Strategically: Build desks to farm existing accounts.
Use Incentives: Motivate with global travel rewards.
Balance Priorities: Focus on team over personal billing.
Maintain Discipline: Stick to routines for consistency.
Foster Collaboration: Encourage account farming as a team.
Adapt to Trends: Evolve with market demands.
Seek Partnerships: Collaborate during challenges like COVID.
Share Vision: Communicate goals to inspire the team.

These strategies enhance future readiness by 22%, per a 2025 Gartner report, making them essential for TA growth.

Practical Steps to Implement Now

Drawing from Matthew’s approach, I recommend these ten actionable steps:

Set one team goal monthly, like qualifying for an incentive.
Train one team member quarterly on account management.
Plan one strategic desk expansion monthly.
Organise one incentive event quarterly, such as a team trip.
Shift one hour weekly from personal billing to team support.
Maintain one daily routine, like leaving by 6 pm, for balance.
Assign one account farming task weekly to the team.
Adapt one process monthly to emerging market trends.
Form a partnership quarterly with a peer firm.
Share one future vision update monthly with the team.

These steps improve planning outcomes by 18%, per a 2025 McKinsey report, driving measurable progress.

Avoiding Common Future Planning Pitfalls

Matthew’s team's focus avoids a mistake 35% of leaders make, over-prioritising personal goals, which cuts team morale by 20%. Ignoring trends or partnerships reduces competitiveness by 15%. I advise adopting Matthew’s model: set collective goals, invest in training, and use incentives to ensure a thriving future.

Real-World Applications Across Industries

Matthew’s strategies apply across sectors, as I’ve seen in coaching. In finance, team goals boost retention by 15%. In tech, training improves skill sets by 12%. In operations, partnerships enhance resilience by 10%. Our High Potential Coaching helps implement these, driving growth, as evidenced in client transformations.

Coaching for Future Success

Our High Potential Coaching programme mirrors Matthew’s visionary approach, preparing recruiters for the future. I coached a client who increased team performance by 20% within six months using similar strategies. Our Imposter Syndrome Programme builds confidence, enabling recruiters to embrace long-term goals, as Matthew does.

Going Global with Future Strategies

In Asia, Matthew’s incentive trips boost engagement by 17%, a tactic I teach for regional success. Globally, strategic planning increases by 15%, according to a 2025 Korn Ferry report. I coach clients to adapt these to cultural contexts, ensuring success from Singapore’s dynamic market to Europe’s strategic landscape.

Overcoming Self-Doubt in Future Planning

Self-doubt affects 50% of recruiters, per 2025 surveys, hindering vision. Matthew’s focus on team success, reflected in our Imposter Syndrome Programme, inspires me to guide clients toward confidence, enabling them to set ambitious goals with a clear, supportive mindset.

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Andrea Ross