This article and all assertions made herein are entirely based on my experience and perceptions dealing with recruiters and working with recruiter-outsourcer companies from large to small:
Recruiters act as unqualified bureaucrats judging the quality of others. Entrusting control of your most valuable asset, your talent (people), to the hands of those who haven’t developed a specific talent, performed the job of the talent or run a project / company - all while expecting insight or success - seems misguided. The repeated and widespread failures of the average Recruiting / HR system, while maneuvering behind a curtain, means it survives only due to habit. It’s time to evaluate, evolve and simplify hiring. With direct and qualified control of hiring, expect your speed, quality and innovation to increase.
During the recession, a much more insidious and corrosive version of recruiting took hold, the Recruiter-Outsourcer, AKA the “Cheapest Model.” This does not mean non-US personnel are a bad choice. It means the current, average state of recruiting & outsourcing is the worst choice for innovation and success.
Organizations can create an avenue for members to become connected innovators and correct or cull those who are value detractors (see “Innovate By Insight: Modeling User Experience Into Contributor Experience”). Apply design thinking to talent to grow innovative thinking.
The recruiter-outsourcer myth is sold and operated nearly identically, no matter the size of the company or the client. They are built on corruption, based on lies and supported by greed. Compare the traits of Recruiter Outsourcing companies with those of a Cartel to help spot signals of corruption and impending failure;
These practices are designed to;
How is this scenario repeated? False promise that lures a delusion, and frankly, greed - hoping the "cheapest model" will work. But I hear a phrase repeated continually by those who have experienced it - "It never works." Results include;
I’m speaking out to say that I’m no longer willing to tolerate the lies and the failure that I have experienced repeatedly associated with this plague. Consider it an exIT. And it’s not just me saying these things. I hear it everywhere, in private. As this systematized corruption has become overtly blatant and obvious, the EEOC (The United States Equal Employment Opportunity Commission) has taken note and begun a large-scale investigation into these practices.
As the economy recovers and grows, my hope is that companies will devote attention and resources to support innovation while identifying and rooting out this practice as a major deterrent to innovation. It is, ultimately, an unprofitable drain on resources and a source of deep frustration and loss of morale.
The best recruiter of talent is YOU (leader, visionary). Stop cutting yourself off from attracting and choosing your most valuable asset. Take back control of your talent funnel (and any myth-buying urges) by removing the valueless middleman. Simplify the steps;
For purely task-based objectives, there are new-school talent connection methods, such as Bounty Hunting, that you may want to explore. Remember, you're the best talent control device in any scenario.
If I ever discover a recruiter adding value to the hiring process rather than detracting from it by creating a gap between need and talent and filling it with pretense - I’ll amend this article. Likewise, if the monopolization, quality corruption and ethical deterioration of the IT market changes course, I'll take note.