The Future of Recruitment

I presented a paper in Singapore this week on the Future of Recruitment. It’s a topic that touches on so many parts of a corporation, and yet the fundamentals have not changed over the last 25 years. We spend significant time still managing the recruitment and on-boarding PROCESS, believing that this is adding business value, but its not.

The recruitment industry is at a cross-roads. I liken this to the Horse Manure Crisis in many cities in the 1800’s. Recruiters need to think beyond solutions that are simply improving the existing process and the recruitment agents need to accept that charging 10-25% for a candidate is no longer accepted practice… especially when you are finding that so-call-fantastic-resource on Linkedin!. There are some fundamental  shift required to allow the activity of recruitment to add real value to organisations, and we are starting to see some Talent solutions integrating this new thinking.

Here is a link to the slides I presented.



  1. Hi Rob, IBM’s Liquid Program is a great example of how organisations are changing their resourcing to what you’ve termed here the i-Pro. Of course, eLance, oDesk, Mechanical Turk etc provide examples also, but Liquid is interesting due to the scale, the fact that it’s public, and the fact that it’s IBM. 8000 of 20000 jobs in Germany will be lost and replaced with freelancers, through Liquid. This article is a good summary:

    From a Strategic Workforce Planning perspective, this is a really interesting way to align the supply and demand curves; it will be interesting to see how this specific example plays out. Looks like an interesting presentation – please let me know if there’s a recording of it somewhere!

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