Recruiting Is Changing. Your Recruiting Model Should Too.

Recruiting is changing daily.

Technology helps identify candidates faster. AI can help make sourcing more efficient, refine strategy, screen applications and automate parts of the hiring process. And candidates have access to those same tools, making it easier to find opportunities and apply at scale.

But technology has not eliminated the hardest part of hiring: Finding the right professional, understanding what motivates them and properly aligning both sides to make a successful hire.

In today's market, that matters even more.

Hiring has not stopped. It has become more selective.

The September jobs report supports what employers and job seekers are experiencing. Hiring has changed little, adding 29,000 jobs, while unemployment edged to 4.2%. July and August were revised down by a combined 60,000 jobs. Wages grew moderately, with average hourly earnings up 3.0% over the past year. Bureau of Labor Statistics

When organizations are scrutinizing every hire, the value of recruiting cannot simply be measured by how many résumés are blasted against the wall.

It has to be measured by whether the right person gets hired.

That raises an important question:

If recruiting is changing, shouldn't the way companies pay for recruiting change too?

For decades, much of the recruiting industry has operated around a percentage-of-salary placement fee.

Find a candidate. Make a hire. Charge a percentage.

It is simple.

But it does not necessarily reward efficiency, partnership or long-term value.

In fact, the higher the salary, the larger the recruiting fee—even when the work load remains the same.

The next evolution is alignment.

We believe recruiting is moving toward models where the interests of the recruiting partner and the client are more closely connected.

Understand the business before starting the search.

Define the person who can actually succeed rather than simply matching keywords.

Provide real market intelligence about talent availability and compensation.

Create an economic model where successful growth does not automatically create increasingly larger recruiting bills.

That is the thinking behind Value Based Staffing.

The goal is not simply lower recruiting costs.

It is creating more recruiting value for every dollar invested in hiring.

Because as technology changes recruiting, the most valuable parts of the process increasingly become human: Judgment, relationships, communication, market knowledge and alignment.