R.I.P. Recruitment Search Agencies. Thank you for all your contributions but you will not be missed

Why would I write a post about the death of agencies when they are still active and a valued part of many companies budgets and recruitment process? That is a very insightful question and one the deserves a well outlined response.

First, on behalf of all the companies both small and large, thank you from the bottom of our hearts for the thousands of valuable human capital assets provided over the years. Those assets have provided us with innovation and productivity that have helped carry us onto the next phase in our evolution. It is with a deep heart that we say goodbye.

We will miss the gift baskets around the holidays, the 30,000 dollar vouchers, the feeling that you were our best friend in the world, and the comfort of knowing that you know our business, roles and products. It was a warm feeling that still provides chills at night.

Now, is the part of the broadcast where we explain why the demise is near.

1.) A growing number of organizations are developing dedicated strategic sourcing teams to pipeline current and future talent needs. These individuals blend a balance of talent acquisition and marketing to develop processes around finding and attracting talent. Utilizing Boolean search string technology, developing and managing talent communities, adapting targeted email campaigns, CRM tool tracking, and cold calling, it is only a matter of time before the church bells chime and we mourn the passing of agency fees

2.) Internet connection tools powered by sites including Ping.fm allow us to brand out opportunities to thousands upon thousands of people within seconds. Just yesterday, Recently, a tweet with a URL description was sent through Pluggio.com and with the integration of Ping.fm, the tweet went to Flickr, Yahoo Profile, Google Buzz, Delicious, Yammer, Ning, Twitter, Facebook and Myspace and that was only the tip of the iceberg. Why Flickr and Delicious. Networking is no longer using professional communities as a way of finding talent. How many of us have Amazon or Barnes and Noble accounts and followers of our books lists. Talent can be found under many more rocks than ever before.

3.) Macros and schedulers are alive and well. Software like IMacro, Pluggio and Tweetdeck allow us to not only tweet and post jobs to Twitter and Linkedin but they allow us to schedule how often we post them.

4.) Cost effective partnerships – Tweetmyjobs tweets 1.2 million jobs per day and they have accounts that send by region and discipline. Oodle.com posts roles to over 100 sites including Myspace and Facebook for free. Twitres.com allows you to post resumes or jobs for free and re-tweet as often as you like.

5.) Talent Communities – Companies are taking advantage of LinkedIn Groups, Google Groups, Yahoo Groups and many others to build talent communities for networking and maintaining contact with potential future talent.

6.) As social media is making bringing the world closer together networking and referrals are a more valued asset.

7.) Many companies are building alumni talent communities and even offering referral bonuses

8.) Blogging, live chat and fan sites are allowing companies to talk to customers, vendors and candidates and educate them on culture, product/services and solicit information. As candidates become more involved, their sense of value will grow and thus their interest in the company.

9.) Mobile campaigns are taking the number communication media in the world and reaching out to the associates of tomorrow.

The evolution is here. As we step into a new age of cost effective operation, efficiencies of process are spurring out. To the victor, companies will rise again. To the search agencies, R.I.P.


The thoughts and recommendations in this article are my personal views. There is no employer or organization affiliation with the data or recommendations presented in this
piece.





Views: 1795

Comment by Brian Keith on October 25, 2010 at 10:49pm
"The sky is falling! The sky is falling!" That's what Chicken Little told me...run for cover!

You have information, a mountain of it. That's for certain. What you lack is insight...information beyond the obvious and experience.

Just as the auto industry got lean in the 70s during the gas shortage so too has the recruiting profession. The strong survive, evolve and subsequently thrive. The weak do not.

Your saber rattling has garnered much attention, good for you. While I concur that technology can be a powerful tool, I challenge you to back up your claims with specific cases and factual data. If you can do that, I suggest you immediately stop what you're doing and write a how-to-book, start a consulting firm, and hit the speaking circuit.

You're a good pot stirrer Chicken Little, I'll grant you that. Just be sure not to end up chicken soup.
Comment by Adam Eckels on October 26, 2010 at 4:08pm
This was sure to strike a nerve. It did. It's wrong (at least overall for the reasons we all know) but still struck a nerve.
Comment by Mark A. Leon on October 28, 2010 at 8:48am
Thank you Bill Boorman (@billboorman) for your very nice commentary on the subject

http://www.networkedblogs.com/9KCQK
Comment by Kimberly Lucas on November 1, 2010 at 12:57pm
Mark,

Bravo on an insightful and emotionally charged article! Your points are truly valid - and those recruiters with business models dating back to the 90s really need to take notice - their business WILL be changing - quickly.

Thank you for a great discussion topic!
Comment by 01. Lonnie McRorey on November 1, 2010 at 6:08pm
@Kimberly - Sooooo true - more and more companies are ramping up their internal recruiting teams at a fraction of the cost in comparison to using external agencies. I just spoke with several VP's of HR in the Aerospace industry and they agree that there's a big shift moving away from external contingency agencies.
Comment by Paul Alfred on November 2, 2010 at 10:31am
So Rob you think its a FAD that VPs in HR are looking for the Best Return on Investment- do you think it was a fad when folks did not want to shop online then that changed in the last 5 years. Companies are looking for ways to be efficient and they are hiring internal recruiters and bringing them aboard in-conjunction to utilization of Social Media tools ... This is not a fad its a reality ... The TPR industry is only in trouble if it cease to provide value ... I will give you a light but you need to come up from the caves ...
Comment by Paul Alfred on November 2, 2010 at 12:01pm
You seem to have missed mine ... Look I work as a Consultant and Run a TPR Passive Candidate market Company.. I am hearing the same thing from a number of Companies of Various sizes ... I was addressing your comments with respect to fads and whether or not this blog holds any truth to where the industry is going ... It would be difficult for me to take your position and dismiss what I observe is happening ...
Comment by Paul Alfred on November 2, 2010 at 12:11pm
I am a Third Party Recruiter - My market it is 20% US - I am surprised we can't focus on the argument and so far you can't tell me what you mean by Fads... I don't think any of my comments were focused on marketing my company. I think they were focused on making sense of your comments if you want to talk about that I am all ears ...
Comment by Paul Alfred on November 2, 2010 at 12:19pm
Just when I was about to take on my pen and paper to take some notes and learn something you cancel the class damn ...
Comment by Paul Alfred on November 2, 2010 at 1:01pm
Congrats on the Deal Robert ... Yes my company was built on the premise that the Best Candidates are not on the Market but must be recruited/targeted/Headhunted ... But - we need to keep in mind that some companies are implementing strategies that reduce their TPR agency spend ... I love the $30K fees (Its how I currently pay me and my staff ) too but I also need to keep a ear on the heartbeat of the market place and I can only do this by talking to VP's and getting their thoughts on the future (now -18 months from now) ... The blog does verify what I have been learning and that was the point I am trying to make ... Do I want TPR Market to die no I make a living by it - Is it evolving yes and its evolving through use of these tools when used in a comprehensive way.

Comment

You need to be a member of RecruitingBlogs to add comments!

Join RecruitingBlogs

Subscribe

All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below

Webinar

RecruitingBlogs on Twitter

© 2022   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service