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Spam 2, People 0



(January 09, 2007)
 We got tons of positive mail about last week's spam article. One response read:

This is not about technology, it's about sociology & economics in my view. The issue is core to a professional recruiter's mindset which is similar to a direct marketer's mind set (e.g. publishers clearing house, Readers Digest, LL Bean), and it's simplistic math: "we need 50 new life insurance sales reps, typical response for XYZ mailing list = 0,5% and we typically hire 1 out of every ten candidates, ergo we need to send 100,000 emails at least, but better be safe so get me 150,000 email addresses"

For good measure Monster's resume database gets searched too, the position gets posted & refreshed monthly on multiple job boards too, etc.

Why? Without in any way wishing to sound negative about recruiters they have no real other choice: if they end up not filling all 50 jobs, and cannot demonstrate "having been real busy trying" their job is on the line.

CareerXroads tells us that 1/3 of all jobs gets filled by internal candidates and perhaps 25% by employee referrals, low-hanging fruit (relatively)? If that's the case recruiters have no such low-hanging fruit left to pick and have no choice but to get real busy doing lots of things including aggressive direct marketing resulting in waste / spam.  Perhaps the reverse can be said also of job-seekers: if you have not been approached directly through a referral or as direct hire by a hiring manager you know, you may have to get real busy too: Monster alone facilitates 12 million resumes to be shipped by job-seekers into poor recruiters inboxes. Google receives 100,000 spontaneous resume submissions every month, Microsoft gets 50,000 etc.

Is there a perfect solution, a perfect world out there? No.

Are there directions as to how to soften the pain? Perhaps: better retention, talent management by employers, better social networking tools & training for hiring managers, and better social networking skills for job-seekers / workers so that there may be less need to reach desperately for hard to reach fruit.

While it's not clear that this is a perfect analysis, we think it's an interesting starting point. Spam, and by that we mean unsolicited commercial email (just like everyone else), may well be a Recruiter's easiest choice. It's also the easiest way to really damage the employment brand.

John Sumser © TwoColorHat. All Rights Reserved.
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