23 Years in Recruitment: Adapting with the Market, Consistently Delivering Talent

When I first started in recruitment 23 years ago, my desk looked very different. A Rolodex full of contacts, a Yellow Pages for cold calling, and a trusty green-screen Nokia were my daily tools of the trade. There were no job aggregators, no LinkedIn, and certainly no AI-driven sourcing platforms. Recruitment was about hustle, relationships, and persistence — picking up the phone, making connections, and building trust one conversation at a time.

Fast forward to 2025, and the industry has transformed almost beyond recognition. But while the tools have changed, the core mission hasn’t: connecting the very best people with the right opportunities.

In those early days, CVs would often arrive by fax or through the post, and most applications were processed manually. Today, recruiters work with cloud-based applicant tracking systems, LinkedIn Recruiter, AI-driven shortlisting tools, and video interviewing platforms. The pace of hiring has accelerated dramatically, with the ability to reach candidates across the globe in seconds, supported by the data and analytics that sit behind modern technology.

Sourcing talent has shifted from phone calls, print advertising and headhunting through directories, to digital-first approaches using Boolean search, social media campaigns and SEO-optimised job adverts. Candidates now live in a connected world where they can explore opportunities online instantly, and agencies must be ready to meet them there.

Candidate expectations have also evolved. In the early 2000s, a long and formal hiring process was often accepted, with weeks passing before feedback arrived. Today, speed and communication are everything. Candidates expect mobile-first applications, instant updates, and a seamless experience from their first interaction to their first day on the job.

The relationship with clients has also matured. Recruitment used to be seen as a transactional process: send across a CV, fill the vacancy, and move on. Now, clients demand more. They want insight into the market, salary benchmarking, support with retention strategies and long-term workforce planning. Agencies have become consultants and partners rather than simply suppliers.

The way we work has shifted too. Twenty years ago, remote working was almost unheard of. Today, hybrid and flexible models are common, and the gig economy has created new patterns of employment. Recruitment is no longer limited by geography, and employers can access skills and talent from almost anywhere in the world.

My own journey has always been about adapting. From building industrial desks with a phone book and cold calls, to leading BCS Connect into new markets with advanced digital tools, the lesson has been clear: recruitment never stands still. And while technology continues to transform the industry, recruitment will always be about people. Algorithms can help narrow a shortlist, but instinct, empathy and human connection will always be at the heart of a truly great placement.

Looking ahead, the pace of change will only increase. Artificial intelligence and predictive analytics will play a bigger role in workforce planning. Skills-based hiring will become more important than qualifications. Purpose, wellbeing and sustainability will continue to influence candidate decisions. Recruitment will become ever more connected with marketing, data, and employer branding.

From Rolodexes and Nokia bricks to AI dashboards and global talent searches, I’ve seen just how much the recruitment industry has changed in 23 years. But one thing has never changed: the pride I take in finding the right person for the right role. At BCS Connect, our promise is simple. We adapt. We develop. But above all, we always recruit the very best for our clients.