Robertson & Company Ltd.

What can corporate leaders learn about talent acquisition from the U.S. military? As it turns out, a hell of a lot. Before you dismiss the idea, consider this: They are the original super-recruiters. They have decades of behavioral data on millions of hires, analyzed by top-tier data scientists. Whether you agree with their mission is irrelevant. Their methods are a masterclass in talent strategy. Here are a few lessons we can apply from these original super-recruiters: They recruit to a Mission, not a Job Req. The military attracts candidates based on purpose and identity, while most corporate VMS requisitions are purely transactional and lack emotional resonance. They use Predictive Profiling. Their use of behavioral assessments to screen for success traits has been shown to reduce early attrition by 12-15%. They bet on data, not just a CV. They Empower Local Recruiters. Military recruiters are embedded in local communities and tailor their outreach, rather than using a generic, one-size-fits-all approach. They Practice Lifecycle Engagement. For them, recruitment is the start of a decades-long relationship, not a one-time transaction. The lesson is clear: a systematic, data-driven, and mission-oriented approach to talent works. I've detailed how to apply these lessons to contingent workforce programs in my new white paper, attached below. What's the most unconventional place you've ever learned a valuable business lesson from? #TalentAcquisition #Recruiting #Leadership #DataScience #FutureOfWork

It’s time for leaders to stop acting like technology buyers and start acting like system architects, or better yet, visionaries. The old way of buying recruitment tech is broken. We were sold "canned," off-the-shelf platforms with 18-month implementation cycles, forcing rigid workflows onto dynamic businesses. That era is over. A new model is here—one that’s fluid, modular, and co-created. It’s not about buying features; it’s about building for outcomes. Based on our research, the most successful technology partnerships are built on a new framework: 1. From Buyer to Co-Developer: The best model treats vendors as design partners, not just suppliers. It’s a shift from buying features to co-creating platforms that solve real business needs. 2. Modularity Over Uniformity: The one-size-fits-all tech stack is no longer realistic. High-performing organizations build "plug-and-play" workflows tailored to specific business units and market needs. 3. Value Measured in Outcomes: Stop comparing features and start measuring what actually matters. The real ROI is found in your fill rates, speed, quality of hire, and manager satisfaction—not the number of toggles in a system. This is a tough shift, especially when procurement teams prioritize the lowest bidder over business alignment. But in a world that demands 90-day MVP launches, sticking with an 18-month RFP process means you’ve already lost. I've outlined this entire framework in my new white paper, "The End of Canned Tech," attached to this post. What's the biggest roadblock you face when implementing new recruitment tech—internal processes or the vendors themselves? #RecruitmentTech #HRTech #DigitalTransformation #FutureOfWork #Leadership

🇨🇦 Happy Canada Day! 🇨🇦 From coast to coast to coast, we celebrate the values that make Canada truly special—diversity, inclusivity, resilience, and community. It's a time to reflect on our shared history, embrace our collective future, and appreciate the stunning beauty and strength of this country we call home. Wishing everyone a joyful and safe Canada Day filled with pride, connection, and celebration. 🍁 #CanadaDay #ProudToBeCanadian #Community #Diversity #Inclusion #July1st