Future of In-house Recruitment

Thought Leaders postulate, and strongly recommend, that in the future in-house recruitment will operate like the best RPOs.

Consider the new topics of Thought Leader discussions that have become pervasive since the economic downturn...

  • Maximizing recruiting return on investment (ROI)
  • Being proactive and strategic
  • Evolving the consultative recruiting operation
  • Supply-chain like recruiting model
  • Talent pipelining
  • Using talent market intelligence

The most advanced of these themes is that the best in-house recruitment organizations will eventually emerge as true
"Talent Organizations"


Future Talent Acquisition Organization

Highly efficient recruiting work processes

  • Segments the workflow
  • Delegates non-core (generic) tasks*

Consultative talent acquisition model

  • Maintains strategic client partnership
  • Offers constant value; services always in demand
  • Primary focus is on client satisfaction

Strategic and proactive operations

  • Supports workforce planning
  • Pipelines talent
  • Leverages talent market intelligence

* Workflow segments that aren't required to fulfill the value proposition. They deplete time or energy needed for more significant activities, often done out of habit, comfort, or routine.

Path to the Future

Since 2003 we developed, installed, and proven our model for optimizing the in-house recruitment process. With optimization organizations are able to effect the changes required to achieve their level of desired transformation.

Are you a 2%er?

It is our belief that about 2 out of every 100 people involved in the in-house recruitment industry fully shares this view of the future. It may be more or it may be less, but it's likely a very small community. As success stories of early adopters are shared, this community will grow.

Future Vision

Future Vision

The Future of Corporate Recruiting

As other corporate functions continue to depend on time management and delegation techniques to support their efficiency and productivity, this remains an area of opportunity for in-house recruiting. Emphasis has been on improving effectiveness to drive productivity. A major change is coming as they begin to recognize the opportunities of improving efficiency. Thought leaders postulate, and strongly recommend, that in the future corporate recruiting will operate like the best RPOs.


Segmentation of job functions into discrete steps and then delegating the non-core work responsibilities to the lowest cost means of quality execution is an accepted best practice for efficient production of work. KGTiger offers an affordable turnkey solution to achieve this optimization.

Optimization enables organizational change. Whereas virtually all functional areas of business operations have experienced the formal transformation processes, this opens the door for the recruiting process.

Join the Network

Interested in identifying and networking with others that share this vision? Fill out the form and we will send you information about our our nascent community with a mission to hasten the evolution of this industry.