Episode Key Takeaways
Formal recruitment as a profession emerged around 1900, accelerating after the second industrial revolution displaced agrarian work structures. Before that, hiring happened through family, apprenticeship, indentured servitude, and child labour—systems that persisted well into the 20th century and still exist in parts of the world today.
Language shapes power. Coining terms like ‘sexual harassment’ (1975), ‘knowledge worker,’ and ‘war for talent’ (McKinsey, 1998) didn’t just describe phenomena—they made invisible problems real and actionable, driving systemic change in how we think about work and hiring.
Gerry argues that transparency in job marketing has actually declined since Ernest Shackleton’s 1914 Antarctic expedition ad, which candidly listed ‘bitter cold, long months of complete darkness, constant danger.’ Modern job descriptions obscure reality; Tesla’s shift to brutal honesty about working conditions attracted the right people and improved retention.
Eight out of ten innovations in recruiting technology fail. Job boards, social hiring apps, and dozens of startups vanished after the 1990s and 2000s booms. Only 5–20% of bets stick; the rest disappear, making it impossible to predict which emerging technologies (blockchain, Web3) will reshape hiring.
Recruiters must shift from matching resumes to influencing hiring managers with data on market representation before presenting candidates. Presenting four out of five diverse candidates on a slate—backed by market underrepresentation data—reframes DEI as a business lever, not compliance theatre.
Frequently
Asked
Questions
Why start the history of recruitment at 1900 and not earlier?
Before the late 1800s industrial revolution, most work happened through family, tribe, apprenticeship, slavery, and child labour. The 1900 start point reflects the emergence of formal, market-based hiring systems. Earlier history involves systemic exploitation the project chose not to centre; the focus is on modern recruitment’s evolution.
What does the history reveal about DEI progress in hiring?
Civil rights legislation (Indian Citizenship Act 1924, Chinese Exclusion Act repeal, etc.) gradually expanded who could legally be hired. Yet 100 years later, despite laws and initiatives, representation hasn’t moved as far as it should. Language and transparency matter—but execution lags intention significantly.
How did the internet change recruitment?
Tim Berners-Lee’s 1989 web invention enabled bulletin boards (Dice, 1990), then job boards (CareerBuilder, Monster, 1990s), then social platforms (LinkedIn). Each wave shifted power from private databases to public ones, expanding candidate access and forcing transparency—a trend Web3 promises to accelerate.
What advice would you give recruiters heading into 2022?
Fight for market representation data before meeting hiring managers. Know how underrepresented the role is in the labour market, then present four out of five diverse candidates backed by that data. This reframes diversity as a business opportunity, not compliance, and gives recruiters influence beyond resume matching.
What emerging trends should TA leaders watch post-pandemic?
Increased demand for mentorship and coaching (candidates can’t navigate complexity alone), breakdown of silos between talent acquisition and talent management, and investment in reskilling and upskilling current employees. Few companies execute these well yet, but they’re reshaping how talent leaders think about buy, build, and borrow strategies.