Cary's website, thetalentofficer.com ought to hit your bookmark lists immediately. Although the material is in its early phases of development, we've seen some of the rest of Cary's thinking. He really is pioneering the theoretical infrastructure of the Human Capital Inventory Management business.

To make such a system work, on a company by company basis, a huge number of terms need to be defined, an outrageous bunch of math needs to be created and a lot of measurement ideas need to be implemented. Hardly a small chore, developing the theoretical infrastructure is a grungy, detail oriented occupation. (We should know.)

Cost per Candidate (CPC),
Quality per Source (QPS), and
Return on Relationship (ROR)

Understand supply and demand then tailor the candidate network to the delivery requirements of the company.
Specifically adapt talent supply to the demands of the business unit or division.
Always source for strategic positions regardless of need.
Leverage technology to speed the entire supply chain.
Always measure demand and integrate into plan.

Since there's already a "Michael Jackson" of Recruiting and given that Cary hails from Austin, we'll nominate him to be the "Lyle Lovett" of Recruiting.

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