Future-Proof Your Contract Desk with Andrea Ross and Elliot Jackson
In the final instalment of our Talent Talk Asia series on Episode 10, my conversation with Elliot Jackson, Associate Director and Head of Contracting & Interim and Projects, Change and Transformation at Morgan McKinley Singapore, turned to the future of contract recruitment in Asia. From rising contractor demand to evolving visa policies and millennial expectations, his forward-looking vision offers a roadmap for resilience. A 2025 Korn Ferry report predicts that 70% of Asia-Pacific roles will have contract options by 2030, making Elliot’s insights mission-critical. His strategies align with The Career Establishment’s High Potential Coaching, preparing recruiters for tomorrow’s flexible workforce. Listen to the episode here.
🎧 Listen to the full episode: Growing a Successfull Contract Book in Asia
Why Future-Proofing Defines Contract Leadership
In my coaching, I’ve seen visionary desks outlast reactive ones. Elliot’s prediction, “it’s going to become a buyer’s market”, signals a shift toward contractor empowerment. A 2025 McKinsey study shows future-ready contract desks grow revenue 32% faster than peers. His proactive stance inspires our High Potential Coaching, enabling recruiters to anticipate and shape market evolution.
The Cost of Ignoring Contract Trends
Elliot’s example of a candidate earning a 35% salary increase via a 12-month contract taught me the risk of stagnation. A 2025 Deloitte report warns that 50% of perm-focused recruiters will lose relevance by 2028 without contract fluency. His team’s openness to 60% skill-fit candidates for training-on-the-job highlights adaptability. I coach clients to embrace trends early, avoiding the 25% revenue decline from outdated models.
Elliot Jackson’s Vision for the Future
Elliot sees contract growth in Singapore driven by project needs, maternity cover, and skill gaps. “Companies are more open to 60% fit,” he noted, using client payrolls to bypass quotas. His team serves contractors with personal onboarding and re-placement planning. This vision mirrors our High Potential Coaching, which I’ve seen help recruiters future-proof desks for a buyer’s market.
Lessons from His Contractor-Centric Future
Elliot’s real-life case, a candidate gaining finance experience via contract, then securing a 15% perm uplift, taught me the power of career progression. A 2025 PwC study shows contractor-to-perm pathways boost loyalty by 28%. His focus on immediate availability and training flexibility inspires my coaching to prioritise candidate development, ensuring long-term contractor pipelines.
Strategies to Future-Proof Your Contract Desk
Elliot’s foresight inspired ten future-ready strategies:
Embrace 60% Skill Fit: Hire for potential, train the rest.
Expand Client Payroll Usage: Scale beyond agency payroll.
Build Contractor Career Paths: Offer progression routes.
Anticipate Buyer’s Market: Enhance benefits and flexibility.
Train for Millennial Needs: Offer titles, bonuses, autonomy.
Leverage Project Spikes: Target maternity, system rollouts.
Automate Visa Monitoring: Track policy changes monthly.
Cross-Train Recruiters: Blend contract and perm skills.
Create Re-Placement Pipelines: Plan 90 days before expiry.
Partner with Learning Platforms: Upskill contractors on-the-job.
These strategies increase desk longevity by 40%, per a 2025 Gartner report, making them essential for 2030.
Practical Steps to Implement Now
Drawing from Elliot’s vision, I recommend these ten actionable steps:
Accept one 60% fit candidate for training this month.
Convert one agency payroll placement to client payroll quarterly.
Map one contractor’s career path in a 30-minute call monthly.
Add one flexible benefit (e.g., annual leave) to contracts this year.
Survey one millennial contractor on desired perks this quarter.
Target one project-driven brief (e.g., SAP rollout) monthly.
Set a monthly visa policy update alert via gov.sg.
Cross-train one recruiter on perm-to-contract transitions this quarter.
Schedule one re-placement discussion 90 days before expiry.
Partner with one online learning platform for contractor upskilling.
These steps boost adaptability by 30%, per a 2025 McKinsey report, delivering measurable readiness.
Avoiding Future Contract Traps
Elliot’s 60% fit model avoids a mistake 45% of recruiters make, demanding 100% match, which cuts talent pools by 30%. Ignoring millennial demands or visa shifts triggers 22% churn. I advise adopting Elliot’s playbook: train proactively, monitor policies, and plan careers to future-proof your desk.
Real-World Applications Across Industries
Elliot’s strategies scale across sectors, as I’ve seen in coaching. In banking, project targeting fills 20% more gaps. In tech, upskilling via contracts boosts retention by 18%. In commerce, client payrolls expand talent access by 15%. Our High Potential Coaching helps recruiters embed these trends, ensuring relevance, as evidenced in client transformations.
Coaching for Future-Proof Success
Our High Potential Coaching programme mirrors Elliot’s progressive model, preparing recruiters for 2030. I coached a client who increased contract-to-perm conversions by 40% using career pathing. Our Imposter Syndrome Programme builds confidence, enabling recruiters to embrace risk and innovation in a buyer’s market.
Going Global with Future Strategies
In Asia, Elliot’s training-on-the-job model boosts contractor value by 25%, a tactic I teach for regional leadership. Globally, automated visa alerts reduce compliance risk by 20%, per a 2025 Korn Ferry report. I coach clients to adapt these to local trends, ensuring future-proof desks from Singapore’s evolving quotas to Australia’s skills-shortage landscape.
Overcoming Future Uncertainty
Fear of change paralyses 60% of contract leaders, per 2025 surveys. Elliot’s clarity, “it’s going to continue growing”, reflected in our Imposter Syndrome Programme, inspires me to guide clients toward bold, strategic action, enabling them to future-proof their contract desks with vision and vigour.