On Saturday, January 10, 2026, The TA Next-Gen Series #1 took place successfully, marking the first time Hire Central officially launched an in-depth program series dedicated to the Talent Acquisition (TA) community, with the support and sponsorship of Nest Premier.
More than a workshop for sharing knowledge or tools, the event was designed as a strategic touchpoint, a place where recruiters could look squarely at an increasingly clear reality: Talent Acquisition in Vietnam is facing its biggest turning point in more than a decade.
When TA does more, but its value fades
In recent years, a paradox has become increasingly common in the TA community: working more, hiring is harder, pressure is greater, yet TA's standing and voice within the organization do not match.
TA is caught between many sides. The business demands fast hiring of the right people at the right time. Candidates are becoming more proactive, selective and harder to reach. Meanwhile, AI and automation keep emerging, opening new opportunities while also raising fears about whether the TA role is still needed.
The problem is that the way TA is defined and operated no longer fits. In many organizations, TA is still seen mainly as a "recruitment executor": taking requests, finding CVs, sending shortlists and following the process. This approach worked when the market was stable and candidates were plentiful. In today's context, it is no longer enough to meet the business's rising expectations.
The TA Next-Gen Series #1 was built around that very question: why is TA becoming increasingly pressured and stuck, even as the recruitment market keeps changing?Từ Recruiter sang Talent Advisor: sự dịch chuyển không thể tránh khỏi
A central argument of the program was that Talent Acquisition is shifting from Recruiter to Talent Advisor. This is not a cosmetic change, but a shift in the very nature of the value TA delivers.
As a Recruiter, TA is usually measured by the number of CVs, hiring speed and short-term KPI completion. As a Talent Advisor, TA is expected to understand the labor market, grasp talent supply and demand, and, more importantly, be able to advise the business in return: from hiring requests and evaluation criteria to allocating resources in line with market realities.
This requires TA to change how they practice their profession. Not just working faster, but working on a stronger foundation. Not just reacting to requests, but proactively making recommendations. And this is exactly where AI and data begin to play a pivotal role.AI trong tuyển dụng: không phải “trí tuệ thay thế”, mà là phép thử năng lực TA
One of the topics discussed in depth at The TA Next-Gen Series #1 was the right way to view AI in recruitment. Instead of seeing AI as an "artificial intelligence" that can replace people, the program framed AI for what it really is: a tool for processing and computing large volumes of data.
Speaking at the event, Mr. Phát Đoàn emphasized:
"AI doesn't make recruitment easier. AI simply exposes very clearly which TAs are working on gut feeling, and which TAs are making decisions based on data."
"Workshop được tổ chức chỉn chu, nội dung bám sát đúng những trăn trở rất thật của người làm Talent Acquisition hiện nay. Đã khá lâu rồi mình mới quay lại tham gia một workshop về TA, và động lực lớn nhất là nỗi lo: liệu AI có một ngày nào đó "lấy mất" công việc của mình hay không.
AI does not understand context, does not take responsibility for decisions, and cannot replace strategic thinking. But AI can help TA reduce operational workload, freeing time for higher-value work: analysis, evaluation and advisory. From this angle, AI does not blur the TA role; it sets a new standard for professional capability.
In that context, AI creates no new value if TA does not change how they work. Instead, AI makes the difference between a TA who works "systematically" and one who works "by feel" clearer than ever. When data on sourcing channels, candidate quality and time-to-hire is laid bare, TA must face the question: what am I optimizing for, and why?
The deeper message in Mr. Phát Đoàn's talk was: AI won't take TA's jobs, but it will eliminate old TA practices that no longer add value. This explains why many TAs feel pressured by AI, not because the technology is too powerful, but because it forces them to upgrade their professional mindset faster than ever.
These perspectives came not only from the speakers but also resonated strongly with the attendees themselves, TAs who face the pressure of transformation every day.
Sharing after the event, Ms. Ánh Ngọc, Recruitment Specialist at Nova Service, said her biggest motivation for attending the workshop came from a worry that is very common in today's TA community:
"The workshop was well organized, and the content closely matched the very real concerns of Talent Acquisition professionals today. It had been quite a while since I last attended a TA workshop, and my biggest motivation was the worry: will AI one day 'take away' my job?"
However, what she took away from the workshop was not more worry, but a shift in how she sees the issue:
"After attending, I realized AI isn't as scary as I imagined. More importantly, the question isn't whether AI will replace people, but whether we can adapt in time, master the tools and proactively create value, or be left behind. A workshop truly worth attending and reflecting on."
- Ms. Ánh Ngọc, Recruitment Specialist, Nova Service
Data-driven recruitment: when hiring must be seen as a business problem
Alongside AI, data was placed at the center of the new recruitment mindset. In many organizations, recruitment data still exists mainly "for reporting's sake" rather than to support decision-making. This makes it hard for TA to explain why they succeed or fail, and even harder to improve hiring effectiveness systematically.
The TA Next-Gen Series #1 showed that when recruitment is approached with a data mindset, TA can answer more important questions: which sources truly bring quality candidates, why one role is harder to fill than another, or which direction the market is moving. In that context, data is no longer a burden but becomes a shared language that helps TA talk with the business.
From an organizational strategy perspective, Mr. Trung Đặng expanded the conversation to the organizational level. He shared:
“TA is no longer evaluated by the number of CVs sent, but by the quality of advice they bring to the business on important people decisions."
This is also when the Talent Advisor role becomes clearer than ever. In practice, conflicts between TA and the business often stem not from attitude or effort, but from a mismatch in language. The business speaks in terms of growth targets, expansion plans, costs and risks. TA, meanwhile, speaks in terms of CV counts, pipelines and processes. When the two sides do not share a frame of reference, TA is easily seen as a "support" function rather than a "strategic partner".
Mr. Trung Đặng's message emphasized that to become a Talent Advisor, TA needs not only tools or data but the ability to translate that data into valuable insights for business decisions. When TA can answer questions such as how will the business be affected if this role isn't filled within the next 3 months, or how should hiring requirements be adjusted to fit the market, the TA role will naturally be elevated.
Real concerns from the TA community
The open discussion of the workshop showed that the issues raised were far from theoretical. From building pipelines for hard-to-fill roles and applying AI without an ATS, to what TA should learn to build a sustainable career, they all reflected a common need: TA in Vietnam lacks a clear career path and a long-term learning ecosystem.
Many attendees said what they valued most about the program was not a list of tools, but how the event helped them rethink their own role over the next 3–5 years. The workshop did not try to offer ready-made answers; it created space for TA to ask the right questions, something that rarely happens in the rush of daily operations.
From an organizational and people development perspective, Ms. Thùy Linh, Senior OD Manager at Chợ Tốt, appreciated how the program tackled the "crossroads" issues of the TA profession rather than stopping at surface-level trends.
According to Ms. Linh, the biggest difference of The TA Next-Gen Series #1 lay in its content structure and the learning experience it offered:
"Attending the workshop 'Talent Acquisition at the Crossroads – Go Global or Just Count CVs', I really appreciated how the organizers designed the content and guided the program. The workshop didn't just talk about trends or AI in general terms; it went straight to the very real crossroads TA professionals face today.
What impressed me most was that in a single session, attendees got the full picture: the mindset that needs to change, the skillset to upgrade, and the toolset they can apply right away at work. The speakers shared frankly and practically, hitting the real 'pain points' of TA professionals, which helped me both broaden my perspective and take home concrete approaches to try after the event.
A well-organized workshop with depth, and a comfortable space for attendees to connect with one another. I believe that with this dedication, the TA Next-Gen workshop series will truly bring value to the community of people working in Talent Acquisition."
- Ms. Thùy Linh, Senior OD Manager, Chợ Tốt
The TA Next-Gen Series: not an event, but an ecosystem
It is from these very concerns that Hire Central does not approach The TA Next-Gen Series as a short-term workshop series. The series is positioned as a long-term effort to build a knowledge ecosystem for the next generation of TA, where recruitment is no longer a purely operational activity but becomes a strategic capability of the organization.
Workshop #1 is just the beginning. Upcoming editions will go deeper into data-driven recruitment, applying AI in sourcing and screening, and sustainable career paths for TA as the global labor market undergoes rapid change.
Thank you, and see you again
Hire Central sincerely thanks Nest Premier, the sponsor who supported the program, along with our partners, speakers and all attendees for their time, interest and valuable contributions at the event. The community's presence and open dialogue are the foundation that allows The TA Next-Gen Series to create long-term, meaningful impact.
The journey of redefining Talent Acquisition has only just begun, and a new TA profession is gradually taking shape. We look forward to seeing you at the next events of The TA Next-Gen Series very soon.
