…which is then followed by a request for your CV/resume in the body of the email. And in my experience, the fact that they are rarely a match only adds to the job search frustration upon rejection. This frustration is only exacerbated when communication ends when the candidate hits the send button.
It’s been a while since my last post (but starting what industry experts are calling a “category changing recruitment alternative” is hard work).Welcome to the fourth entry to my “5 things jobseekers are tired of hearing” series. As with all the previous posts I’m writing about real personal experiences and the issues which led us to start the online recruitment alternative For Direct Hire. I almost never delete emails so I have an endless chain of emails from numerous job board sites and traditional recruiters telling me all about my latest job “matches” based on the criteria I entered in my profile on their websites. When I was hunting for a job I registered with what I believed to be almost every relevant job resource I could find. Despite what a lot of recruiters tell you, I believe in using every method of job search at your disposal within reason. That doesn’t mean, for example, that you should register with a specialist construction recruitment site if you’ve never hammered a nail for more than hanging a picture frame, but you get my point.
You’re joking, right? My search criteria was always pretty much the same since my whole career (aside from short lived second jobs as a third shift gas station attendant and Music/Video Specialist at Best Buy) has been spent in printing and marketing communications. The job match emails I receive border on ridiculous. Here are some of my recent matches: Maintenance Manager (if you know me this one is hilarious), German Speaking Workflow Coordinator (a little French from high school, but no German), Personal Assistant (I can barely keep myself organized), IT Support Specialist (beyond the power button, I’m of no help), Property Manager (I owned a house once, does that mean I’m qualified), Electronic Hardware Designer (again, hilarious), Web Developer (I don’t know PHP from HTML)…and that is just in the last two weeks.
Transferable skills, not skills I need to learn.Believe me, no one is more supportive of the belief that employers should consider transferable skills, but there is not a snowball’s chance in Miami that I would ever be consider for any of those roles. So why on earth has a keyword search identified a match? Because as the sole search criteria keyword searches don’t work, that’s why. However, because my keywords print and management appear somewhere in those job descriptions, I qualify as a possibility. How can a candidate be accurately judged by words on paper alone? More than a few of the opportunities didn’t even match the most basic criteria of location and/or salary requirements, not even close. At the risk of being blacklisted from your database (yes, it really happens) no, I do not wish to submit my CV/resume, let alone interview, for an Infrastructure Architect role in Dover for £20,000/yr less than the salary range I indicated on my profile.
Quantity over quality and to vet or not to vet. I can somewhat understand receiving misguided job match notifications from job boards where I registered my details. They exist merely as low cost, quantity over quality based CV/resume collectors. They sell themselves on their ability to provide literally hundreds of CV/resumes for every position. So, using this logic, I get why they send candidates questionable job matches in hopes that the candidate by some small miracle will be a match beyond just keywords. However, my biggest issue is with traditional recruiters who use this “technology” as well. I can’t count the number of times I received one of these emails from a traditional recruiter asking me to submit my CV/resume, only to either receive an automated email telling me I was in fact not a match or more than likely hear nothing at all. If you think I’m such a great fit why not take five minutes and just pick up the phone to speak with me about the position? After all, isn’t the vetting of candidates a large part of the reason you charge 20-30% placement fees?
Smart. People. Match. I have been asked numerous times to explain For Direct Hire, but since we are in private beta I can only reveal the basics of our idea and how we are giving the power of choice back to hiring companies and jobseekers: Candidates are more than words on paper and keyword searches. We believed it was time for someone to design a recruitment alternative with the biggest part of the recruitment process in mind, the candidate. The whole picture of a candidate. Our unique HireMatch™ search facility ensures that every registered candidate is automatically considered for every appropriate role. We have eliminated middleman subjectivity. No more job board “post and pray”. No more numbers game mentality. Candidates’ profiles are sent directly to the hiring company when a fit is identified based background, attitude and aptitude. Candidates are then only contacted directly by hiring companies and only when there is a genuine interest. We call it “shortcut to the shortlist” and since every candidate member is pre-assessed we have also made pre-elimination interviews a thing of the past.
Communication is all we ask. According to an 8 June 2010 article published on peoplemanagement.co.uk, a study of 1,600 applicants revealed nearly half of them have been left with a negative impression of the organization when not being told whether or not their application had been successful. Furthermore, a fifth of them have stopped buying their products altogether as a result. Those statistics say one thing: the increased company to candidate communication is essential for both candidates and companies. We believe cutting out the extra layer of the middleman will help increase communication and decrease negative feelings.
Question to jobseekers: When it comes to your job search is bad news better than no news at all?