EXECUTIVE RECRUITING: 'Where It's Going and Where It Will Be in 2020'
(excerpts) By John Meeks
(excerpts) By John Meeks
Article
Predicting the future is a blurry prospect at best. But when we peer into the year 2020 it's clear that the recruiting business will at once remain essentially the same and be fundamentally different. This may seem contradictory but it isn't. At its core, recruiting and staffing is based on personal relationships in which providers identify, qualify and deliver the right people with the right skills for the right positions. That won't change regardless of how many walls, moats, and drawbridges efficiency experts erect between clients and recruiting and staffing firms. The recruiting business will retain its core benefit: bringing added value to clients through one-on-one transactions.
On the other hand economic, cultural and technological forces are radically changing accepted approaches to recruiting, bringing both beneficial and adverse effects to traditional models. Globalization, outsourcing, increasing talent shortages, shifting social values, the diversity movement, and the very definition of what constitutes a job are transforming the ways corporations and institutions hire, staff and retain employees.
In recent years, particularly since the burst of the dot-com bubble, job placement for large companies has become a procurement process conducted by the same departments responsible for purchasing office supplies, nuts and bolts, and other commodity items and services. The primary mission of these operations is a relentless drive to reduce costs through annual bids. Sophisticated software analysis tools calculate time and money involved in bringing new hires on board and reward the most productive providers. Efficiency reigns, but when it comes to retaining recruiting and staffing services, the criteria of best price/best supplier often poses a contradiction in terms...
On the other hand economic, cultural and technological forces are radically changing accepted approaches to recruiting, bringing both beneficial and adverse effects to traditional models. Globalization, outsourcing, increasing talent shortages, shifting social values, the diversity movement, and the very definition of what constitutes a job are transforming the ways corporations and institutions hire, staff and retain employees.
In recent years, particularly since the burst of the dot-com bubble, job placement for large companies has become a procurement process conducted by the same departments responsible for purchasing office supplies, nuts and bolts, and other commodity items and services. The primary mission of these operations is a relentless drive to reduce costs through annual bids. Sophisticated software analysis tools calculate time and money involved in bringing new hires on board and reward the most productive providers. Efficiency reigns, but when it comes to retaining recruiting and staffing services, the criteria of best price/best supplier often poses a contradiction in terms...