The Future of Resourcing – 28th June 2018 @ IoD, London

Posted · Add Comment

On Thursday 28th June, HireRight and the Corporate Research Forum (CRF) presented the findings of their recent research to a room of HireRight clients, including senior HRs from the financial services sector, at the beautiful Grade-I listed Institute of Directors (IoD) in Pall Mall, London.

Hosted by Steve Girdler, Managing Director for HireRight EMEA and APAC, the afternoon session was focused on the future of resourcing and what this means for EMEA HR departments.

Resourcing – How HR’s Core Competence is Evolving

Following Steve’s introduction, Gillian Pillans, Research Director of the CRF, kicked off the proceedings with some insights from the findings of the CRF’s recent research project – ‘Resourcing – How HR’s Core Competence is Evolving’, which is available to download from our Resource Library.

The research was based on surveying over 50 senior HR professionals, and found that some of the key drivers for successful organizations are to attract, hire, and keep staff.

The ways in which resourcing is undertaken have changed significantly over the last 10 years – notably, the use of social media and digital tools to source and engage with candidates, such as video interviews and virtual assessment centres. Gillian stated that “LinkedIn has been the most disruptive element in the recruitment market in the last 10 years,” making it easier than ever for companies to connect with prospective candidates, and for candidates to passively look for new opportunities.

Gillian ended her engaging presentation with an unveiling of the CRF’s Strategic Resourcing Model, outlining how the different stages of resourcing feed into each other. When asked how businesses can differentiate themselves from their competitors as employers, Gillian gave some fantastic real-life examples of how companies have done just this – including CISCO’s live feed from employee-reviewed Glassdoor on their recruitment website, McDonald’s real-life questions for candidates and Shell’s purely virtual resourcing process.

The Future of Resourcing

After Gillian’s presentation, Steve talked the audience through HireRight’s EMEA 2018 Employment Screening Benchmark Report, drawing data from the US and APAC reports to give a global overview on some of the challenges and opportunities for HR professionals in EMEA in 2018.

Hot topics of the presentation included the recruitment landscape following the Brexit referendum and the effects of the GDPR on resourcing. Steve also took a deep dive into EMEA financial services to identify the key business challenges, senior screening struggles, and what is most commonly being screened in the sector.

Rounding off his talk, Steve covered some of the great features of HireRight Global and looked at the future of background screening, which he hypothesised may involve placing the onus on the individuals to have themselves screened through an impartial third party screening provider such as HireRight. Perhaps a Blockchain approach to background screening could be the industry’s next big development?

Following the presentations, a number of attendees stayed behind to enjoy food and drink, and to watch the England and Belgium World Cup game on the big screen. The result may not have been what we were hoping for, but a good night was still had by all (and we were through to the next round anyway!).

Watch the HireRight webinar on ‘The Future of Resourcing: Challenges and Opportunities‘.



HireRight is here to help guide you through the biggest screening challenges so you can focus on what’s important to you; attracting top talent. HireRight provides employment background screening services to organisations of any size, in every industry, and nearly anywhere.

More Posts

Follow Me:

The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

Comments are closed.