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With longer hiring cycles, steady job volume, and reduced staffing hours, the recruitment industry has found itself in an unprecedented space. No one can predict the future – whether a snapback is coming, or if the market has found itself in a new normal. But rather than wait around, today’s top performers are finding new strategies to drive growth.
At Engage Boston, we gathered experts in the industry – Sunny Ackerman, Global Managing Partner for On-Demand Talent at Heidrick & Struggles, Tammy Browning, SVP and Group President at Kelly, and Bullhorn’s own Senior Research Manager, Lia Taniguchi – for a candid and forward-thinking discussion, moderated by Gretchen Keefner, Bullhorn’s Senior Vice President of Global Enterprise. They peeled back the layers on what’s driving success, where the challenges lie, and how recruitment professionals can proactively shape the future of the industry.
Despite broader economic uncertainties, opportunities still abound in the recruitment industry. So where can they be found? Based on Taniguchi’s research, firms are increasingly shifting towards “total talent solutions” tied to direct sourcing. This means offering a broader suite of talent management services that provide value across the staffing industry.
Bright spots:
Soft spots:
Browning tackled the often-murky concept of “total talent solutions” (TTS), acknowledging that its definition varies wildly across organizations. However, a common thread emerged: companies are looking to recruit and hire based on skills, rather than relying on buzzwords. The goal is to create a unified talent pool for full-time, contingent, and gig labor, leveraging data for efficient, skills-based hiring. Said Browning, “Both talent acquisition and HR are seeking the same thing for the first time I’ve seen in my 20 years.”
“The need for top talent in terms of leadership levels is absolutely imperative right now,” said Ackerman. Heidrick & Struggles – primarily an executive search firm – is focused on “on-demand talent,” which involves accessing executive-level talent (VP to C-suite) for interim or project-based roles. In a dynamic market, organizations are looking for agile leaders who can navigate complex challenges, particularly within the CHRO and CPO offices, which face the dual demands of strategic and tactical HR functions alongside retention, development, acceleration, succession planning, and AI integration. This demand for top-tier leadership has kept their executive search business robust, even in pockets of recession.
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