Bad practice in recruitment 1/768
I saw a great post on LinkedIn in December by a chap called Paul Burton. Link is here:
He describes how agencies contact him with perfect but probably fake roles, try to lure him in whilst their real call objective is to pump him for leads. Unfortunately its all too common a tactic in the industry and one I recognise from my earlier parts of my career. I have worked in recruitment environments where we would have weekly evening candidate call sessions, where we were tasked by management to get candidate updates, find out individual’s availability, but actually it was really about “lead mining” – find out where the requirements are in the market and then sending CVs on spec to clients the next day in the hope of getting the requirement on.
I even remember sessions specifically focused on “pulling” another agency’s temps, managers would hype up consultants, tap into the competitive spirit and make a game of it, even offer small financial incentives. It was only a few years later I realised there was bad blood between our management, and the management of the other business which was led by defectors.
Lead mining can be done another way too, by analysing the wording of and clues within adverts to guess end clients, and then as per above sending CVs on spec to the end client in the hope of getting a hit.
If you’re a recruiter reading this and doing any of the above, please consider a different approach: try building relationships. Reinvest the time you spend trying to trick candidates into actually listening to them, and providing a quality focused service which serves their agenda and not yours. If you’re meeting the candidate’s needs, sales will invariably follow.
Don’t fancy trying a different approach? You could always try a different profession.