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.

Comment by Maureen Sharib on October 21, 2010 at 6:04pm: Yeah, Peter. I can't wait for Jer to get back on top (as he always does).
"Jerry, Jerry, Jerry..."

Comment by Brian K. Johnston on October 21, 2010 at 6:21pm: Disclaimer on bottom of post:"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."

Sorry Bro, it DOES NOT work that way... You are a reflection of your "company's brand" like it or not, and I am quite sure your BOSS, and the EXECS I know already have been briefed about the damage you have done to your "Employers Brand". Furthermore, I am trusting you are learning a very difficult leason.... I pray (seriously) for you, "3 connections on linkedin Mark A. Leon".

I LOVE all TOP recruiters, Inside/Outside, etc. who personify "solving challenging staffing solutions"... We all need to work together and are interdependent on each others succeess (Or failure)

Best to ALL, Brian-

Comment by ryan morphett on October 21, 2010 at 7:17pm: Wow to some of the responses. Seems that Mark hit a nerve?
Given the name calling and even threats to his job.
Anyone thought he has an oppinion that he is entitled to have, as do you all, but seriously I think some of you may have stepped over the Mark (pardon the pun) with some of your responses.
Just my observation

Comment by Sandra McCartt on October 21, 2010 at 7:50pm: Uh Brian, There is another old addage. Keep your words both soft and sweet cause some of those mothers you may have to eat.

I am one of Mark's linkedin connections so wondered what you were talking about when you had the fit about three connections. Try again, You will find over 500+ connections for Mark. I suspect he has added a 100 or so more when everybody went after him with a stick.

Comment by Brian K. Johnston on October 21, 2010 at 8:00pm: @Sandra, Your are right about that, and great advice, and point well taken... Best, Brian-

Comment by Maureen Sharib on October 22, 2010 at 12:07am: Yikes Mark - an apology is in order. I meant to say:
"There will always be a (valued) place in this world for those who can speak (politically intelliegntly) to others."
I didn't mean...uhhh...the other. Sorry!
I have to give you credit, though, for striking some pretty deep chords!

Comment by Richard Stephen on October 22, 2010 at 2:59am: Well done Mark. You've hooked a few big ones!

Comment by Jonathan Moses Egalal on October 22, 2010 at 3:34pm: To my understanding most companies write the death of other agencies still existing in business language which spoils the reputation of other agencies and most of them think it's the best way of winning the business not knowing it discredits someones legitimacy because always if the real truth is established you lose credibility.Many Agencies tried to do the same to our company Surety International Uganda and Kenya not knowing they were putting us on the market instead and they were losing credibility.

Comment by Thabo on October 24, 2010 at 6:44am: @Mark. I so saw this coming. Personally I think you were very effective as you knew exactly what you were doing with this article. Job well done. As for your article, some of your points are correct. There will be change but there will not be death, so your title I would have to disagree with. Nobody uses services that do not add value to what they are doing. We all know that all recruitment search agencies serve some form of value to their client, else nobody would use them. Just like everything else, it is when you compare them that you can think some will fair better than others.

Comment by Martin H.Snyder on October 25, 2010 at 10:27am: Excellent insight Miles- the intermediary function is one that will never go away as long as there is imperfect informaton, IOW, as long as there are people.