of mine who had received the information for the position in an e-mail from another recruiting firm. I thought this was a little weird, so I followed up with a couple of them and found out that this firm (which none of them had ever heard of) had apparently mined their e-mail address from the resume they had posted on the job boards and sent a mass e-mail with everyone on the Bcc: line. In not so many words, the e-mail basically stated that if the candidate was interested in the position they just needed to respond back with their most recent resume attached and the recruiting firm would present their information for the position. Keep in mind that none of these people had ever met with, let alone spoken to any individuals from this company. So let’s recap. A recruiter received a job description, did a keyword search online (probably on a job board or LinkedIN), sent a mass e-mail to a large group of candidates that somehow matched the keywords, and waited on candidates to respond. I really hope that nobody just responded with their resume and said "Thanks for the information and yes, please submit me." If so, those people need a lesson in talking to strangers. It’s obvious that the firm was not considering the best interest of the candidate or the client if they were willing to blindly submit candidates like that. Clients deserve better screening than that and candidates deserve more attention than that.
Does anyone else see the warning signs here? Why would you want an Indianapolis staffing firm representing you in a possible career move who has never spoken with you or met you? How do they know enough about you to know if you are a good fit for their Indianapolis job opening? How do you know enough about the company and the potential opportunity to know if it is the right fit for your Indianapolis job search? ANSWER: They don’t and neither do you. So my advice is obvious and something we’ve all heard a thousand times before…if it sounds too good to be true, it probably is. How could it really be so easy that you just respond back to an e-mail and then your information is submitted for a position? It’s obvious that the firm was not considering the best interest of the candidate or the client if they were willing to blindly submit candidates like that. Clients deserve better screening than that and candidates deserve more attention than that. Just read my collegues previous post on "Cultural Fit" to see a bit of what I mean here.
If they are spending that little amount of time in presenting you for the position, can you imagine how little time you would get if you are actually selected for the interview? At That’s Good HR we are very serious about our process of meeting with every candidate face to face that we may potentially be representing for any of our Indianapolis job openings. It gives us the perfect opportunity to make sure we fully understand where the candidate is coming from, where they want to go with their career, and all of the details in between. It also give us a good insight into how that candidate will perform in an interview with one of our clients. If great recruiting and retention of candidates and clients was as easy as throwing spaghetti at the wall and seeing what sticks, there would be a lot more companies out there to compete against. But the truth is, that strategy rarely works and it certainly isn’t a sustainable strategy for successfully surviving in this industry.
So who do you want working for you in your Indianapolis job search? One that cares about you and the client or the ones that only care about their own revenue? If you want to know more about That’s Good HR and the high quality services we provide, visit our website and specifically a very simple statement that we call our Refreshing Integrity Promise.
