UK: Making ‘Recruitment' Responsible For Increasing Human Capital Value

Last Updated: 17 February 2016
Article by Mark Bowden and Laurence Collins

Most Read Contributor in UK, August 2017

When considering the concept of responsibility, I'm reminded of a football dressing room fracas involving a goal shy striker and an irritated Chairman (shareholder).

Following many attempts by the team manager to educate his centre forward on the logic that 'goals win games' the desired turnaround in the number of points scored (value) was not forthcoming. The Chairman decided to confront this issue during the middle of a half-time team talk while we were 3-0 down:

"When will you stand up and be counted for the success of this club by scoring some goals"... blasted the Chairman

"When you stick your hand in your pocket and pay me a lot more than the idiot letting them in"... retorted the striker.

And there, in that liniment air-filled moment, I realised that accountability is as much about what you're not prepared to take ownership for as it is the things that you will. In the world of football performance, or at this club at least, it seemed that the linkage between the accumulation of goals and generating value for shareholders was a difficult one to make.

So why is this relevant to HR? Well, let me take you back to a personnel department of the 1970s. A new role has opened up within the business ... an advertisement has been placed in the classified section of the local newspaper and the team are busy searching through their archive of hardcopy resumes for qualified applicants. The role of a 'recruiter' would be predominantly administrative and highly manual. The notion therefore of holding recruitment accountable for the ultimate success of the business would never have crossed anyone's mind. They simply didn't possess the tools to do the job to a level where it became a differentiator.

Fast-forward to the Talent Acquisition functions of today and we find the role of the recruiter has changed. Sophisticated cloud technologies accomplish many traditional responsibilities faster, cheaper and better than before. with operational efficiency and effectiveness becoming table stakes. The demands of the candidates have changed too. Millennials now make up the majority of the workforce, and they make career decisions differently. Over 50% of employed job seekers see their current roles as placeholders. Millennials are also twice as likely to leave a job after just three years (Job Vite 2015). Yet over the next 20 years they are set to make the difference between great performing organisations and those facing mediocrity or even financial relegation to the lower leagues.

And what about the workforce of the future? Given the rise and rise of contingent labour, how would we anticipate the recruitment function, to look? Surely they'll stand up and be counted as the talent goal scorers of their HR generation. Because by then analytics would have proven that undeniable fact that the greater the proportion of talented people they acquire, either on contingent or permanent basis, then the more chance their business has of topping the league of corporate value. That's going to make them a focal point for any shareholder.

So if this future recruitment function were to stand up and be counted then what would it do?

Well it would probably want to better align supply and business demand, whether it be for its permanent or contingent workforce. Recruitment channels would need to be adopted for different talent targets, for example, we are seeing the dramatic growth of the 'gig economy' with websites such as seeing growth of around 600% since 2011. connects freelancers with those looking for their services, with freelancers offering their services starting at $5. Websites such as or an Uber-style app may be the job boards of the future; connecting contractors with future roles, allowing past firms to provide reviews of their services and vice versa.

The function would also want to use the best technology to simplify its processes. Mobile applications are making it ever easier for hiring managers to review candidates on the go; with the introduction of a 'Google-like' rating system screening decisions could be made even simpler. Integrations will be used between social media such as LinkedIn and an organisation's HR system, simplifying applying and on-boarding and not even beginning to think about simplifying payment via ApplePay or Bitcoins!

Selection decisions will drive an improvement in the Human Capital assets in an organisation, and so our future recruiters will need to take note. Leading professional service firms are moving away from using degrees or A-Levels as a screening measure; indeed Deloitte and Clifford Chance have both announced they will introduce a 'CV-blind' approach with reviewers no longer able to see where applicants went to University or School to avoid unconscious bias. Deloitte has turned to gamification to select 200 apprentices and if successful will roll out this approach more widely.

Given a recent article in HRZone quoted the cost of a 'bad-hire' as conservatively four times annual salary, our future function will also need to adopt clear governance and manage risk in talent adoption to protect Human Capital value. Its Line Managers must acquire the capability to select the right talent for their organisation.

If ever there was a group in HR that needed a shake it is the centre forwards in resourcing; the function is not responding adequately to the talent challenges, disruption opportunity or the strategic responsibility bestowed upon it by shareholders.

It also needs to be more accountable for results so let's start by measuring it on improving the value of the Human Capital asset portfolio and see how the function then innovates and evolves.

In case you're wondering, following the resultant relegation at the end of the season, the Manager was fired, but the striker remained. It's a funny old game.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on

Click to Login as an existing user or Register so you can print this article.

In association with
Related Video
Up-coming Events Search
Font Size:
Mondaq on Twitter
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
Email Address
Company Name
Confirm Password
Mondaq Topics -- Select your Interests
 Law Performance
 Law Practice
 Media & IT
 Real Estate
 Wealth Mgt
Asia Pacific
European Union
Latin America
Middle East
United States
Worldwide Updates
Check to state you have read and
agree to our Terms and Conditions

Terms & Conditions and Privacy Statement (the Website) is owned and managed by Mondaq Ltd and as a user you are granted a non-exclusive, revocable license to access the Website under its terms and conditions of use. Your use of the Website constitutes your agreement to the following terms and conditions of use. Mondaq Ltd may terminate your use of the Website if you are in breach of these terms and conditions or if Mondaq Ltd decides to terminate your license of use for whatever reason.

Use of

You may use the Website but are required to register as a user if you wish to read the full text of the content and articles available (the Content). You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these terms & conditions or with the prior written consent of Mondaq Ltd. You may not use electronic or other means to extract details or information about’s content, users or contributors in order to offer them any services or products which compete directly or indirectly with Mondaq Ltd’s services and products.


Mondaq Ltd and/or its respective suppliers make no representations about the suitability of the information contained in the documents and related graphics published on this server for any purpose. All such documents and related graphics are provided "as is" without warranty of any kind. Mondaq Ltd and/or its respective suppliers hereby disclaim all warranties and conditions with regard to this information, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall Mondaq Ltd and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use or performance of information available from this server.

The documents and related graphics published on this server could include technical inaccuracies or typographical errors. Changes are periodically added to the information herein. Mondaq Ltd and/or its respective suppliers may make improvements and/or changes in the product(s) and/or the program(s) described herein at any time.


Mondaq Ltd requires you to register and provide information that personally identifies you, including what sort of information you are interested in, for three primary purposes:

  • To allow you to personalize the Mondaq websites you are visiting.
  • To enable features such as password reminder, newsletter alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our information providers who provide information free for your use.

Mondaq (and its affiliate sites) do not sell or provide your details to third parties other than information providers. The reason we provide our information providers with this information is so that they can measure the response their articles are receiving and provide you with information about their products and services.

If you do not want us to provide your name and email address you may opt out by clicking here .

If you do not wish to receive any future announcements of products and services offered by Mondaq by clicking here .

Information Collection and Use

We require site users to register with Mondaq (and its affiliate sites) to view the free information on the site. We also collect information from our users at several different points on the websites: this is so that we can customise the sites according to individual usage, provide 'session-aware' functionality, and ensure that content is acquired and developed appropriately. This gives us an overall picture of our user profiles, which in turn shows to our Editorial Contributors the type of person they are reaching by posting articles on Mondaq (and its affiliate sites) – meaning more free content for registered users.

We are only able to provide the material on the Mondaq (and its affiliate sites) site free to site visitors because we can pass on information about the pages that users are viewing and the personal information users provide to us (e.g. email addresses) to reputable contributing firms such as law firms who author those pages. We do not sell or rent information to anyone else other than the authors of those pages, who may change from time to time. Should you wish us not to disclose your details to any of these parties, please tick the box above or tick the box marked "Opt out of Registration Information Disclosure" on the Your Profile page. We and our author organisations may only contact you via email or other means if you allow us to do so. Users can opt out of contact when they register on the site, or send an email to with “no disclosure” in the subject heading

Mondaq News Alerts

In order to receive Mondaq News Alerts, users have to complete a separate registration form. This is a personalised service where users choose regions and topics of interest and we send it only to those users who have requested it. Users can stop receiving these Alerts by going to the Mondaq News Alerts page and deselecting all interest areas. In the same way users can amend their personal preferences to add or remove subject areas.


A cookie is a small text file written to a user’s hard drive that contains an identifying user number. The cookies do not contain any personal information about users. We use the cookie so users do not have to log in every time they use the service and the cookie will automatically expire if you do not visit the Mondaq website (or its affiliate sites) for 12 months. We also use the cookie to personalise a user's experience of the site (for example to show information specific to a user's region). As the Mondaq sites are fully personalised and cookies are essential to its core technology the site will function unpredictably with browsers that do not support cookies - or where cookies are disabled (in these circumstances we advise you to attempt to locate the information you require elsewhere on the web). However if you are concerned about the presence of a Mondaq cookie on your machine you can also choose to expire the cookie immediately (remove it) by selecting the 'Log Off' menu option as the last thing you do when you use the site.

Some of our business partners may use cookies on our site (for example, advertisers). However, we have no access to or control over these cookies and we are not aware of any at present that do so.

Log Files

We use IP addresses to analyse trends, administer the site, track movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.


This web site contains links to other sites. Please be aware that Mondaq (or its affiliate sites) are not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of these third party sites. This privacy statement applies solely to information collected by this Web site.

Surveys & Contests

From time-to-time our site requests information from users via surveys or contests. Participation in these surveys or contests is completely voluntary and the user therefore has a choice whether or not to disclose any information requested. Information requested may include contact information (such as name and delivery address), and demographic information (such as postcode, age level). Contact information will be used to notify the winners and award prizes. Survey information will be used for purposes of monitoring or improving the functionality of the site.


If a user elects to use our referral service for informing a friend about our site, we ask them for the friend’s name and email address. Mondaq stores this information and may contact the friend to invite them to register with Mondaq, but they will not be contacted more than once. The friend may contact Mondaq to request the removal of this information from our database.


This website takes every reasonable precaution to protect our users’ information. When users submit sensitive information via the website, your information is protected using firewalls and other security technology. If you have any questions about the security at our website, you can send an email to

Correcting/Updating Personal Information

If a user’s personally identifiable information changes (such as postcode), or if a user no longer desires our service, we will endeavour to provide a way to correct, update or remove that user’s personal data provided to us. This can usually be done at the “Your Profile” page or by sending an email to

Notification of Changes

If we decide to change our Terms & Conditions or Privacy Policy, we will post those changes on our site so our users are always aware of what information we collect, how we use it, and under what circumstances, if any, we disclose it. If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email. Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected.

How to contact Mondaq

You can contact us with comments or queries at

If for some reason you believe Mondaq Ltd. has not adhered to these principles, please notify us by e-mail at and we will use commercially reasonable efforts to determine and correct the problem promptly.