Imagine a world where you can get a university degree in talent acquisition and management and where there is no reason and has never been a reason to link recruiting to human resources. We think that in the future of Talent Planning & Strategy, recruiting / staffing will separate from HR and become it’s own distinct business function where recruiters are compensated uniquely (although like sales). The acquisition of talent will be as valuable and as much of a business function as sales. There will be real forecasts, real cost of talent acquired (cost of goods sold) and real stock market consequences for failing to staff the organization against the forecast.
The opportunity is to a) understand what such business rigor does to the recruiting processes that you use today? B) Is it possible to have a common recruiting process language that transcends industry?
