Regrettably, some recruiters have caused uproar online. As seen from tweets, subreddits, and other online posts, many candidates have reported being bombarded with excessive spam, particularly during the COVID-19 pandemic. In the following paragraphs, I will discuss the ways in which recruiters have engaged in spamming candidates and propose ways in which our industry can improve its recruitment messaging practices.
Every new recruiter grapples with the challenge of quickly securing a hire. Some recruiters may feel pressured to succeed and resort to mass messaging candidates, resulting in high volumes of spam. This can ultimately give the recruitment industry a negative image and dissuade potential candidates from seeking employment opportunities.
“It’s me, hi, I’m the problem, it’s me…” Taylor Swift
What is recruiter spam?
Spamming is the act of sending unsolicited and unwanted messages or emails, usually for commercial purposes. It is also known as junk email, unsolicited bulk email (UBE), or unsolicited commercial email (UCE).
Spam messages are typically sent to a large number of people without their consent or permission. They often contain advertisements for products or services, phishing scams, or other forms of fraudulent or malicious content.
Spamming is generally considered to be unethical and can be illegal in some jurisdictions. It can also be a security risk as spam messages may contain malware or links to malicious websites.
Many email providers and internet service providers have measures in place to filter out spam messages, but some may still get through to your inbox. It is important to be cautious when opening emails from unknown senders or that contain suspicious content, and to never respond or click on any links unless you are certain of their legitimacy.
How did we get here?
While some recruiters may resort to spamming as a way to find candidates, it is not an effective or ethical approach. Candidates are more likely to respond to recruiters who take the time to personalize their outreach and demonstrate a genuine interest in their skills and experience. In addition, spamming can damage a recruiter’s reputation and make it harder for them to attract high-quality candidates in the future.
Pressure to meet recruitment targets: Many recruiters work on commission or have strict recruitment targets to meet. As a result, they may resort to sending large volumes of unsolicited messages to potential candidates in order to increase the chances of finding suitable candidates.
Time constraints: Recruiters are often under pressure to find candidates quickly and efficiently. This can lead them to take shortcuts, such as sending bulk emails, instead of taking the time to research and personalize their approach.
Lack of candidate engagement: Recruiters may find it challenging to engage with candidates who are not actively looking for job opportunities or who do not respond to their initial outreach. This can lead to frustration, which may cause recruiters to send more messages in an attempt to get a response.
Covid did not help…
The COVID-19 pandemic had a significant impact on the job market, causing many companies to freeze hiring or reduce their workforce. At the same time, there were also industries, such as healthcare and logistics, that experienced a surge in demand and needed to quickly hire new employees.
Recruiters faced a unique set of challenges during this time, including:
Increased competition: With a large number of people suddenly out of work, the job market became much more competitive. This made it more difficult for recruiters to find suitable candidates, especially for roles that required specialized skills or experience.
Remote recruiting: Many recruiters were forced to work from home due to lockdowns and social distancing measures. This made it more difficult to connect with candidates and conduct interviews, which could lead to longer recruitment times.
Changing priorities: Some companies shifted their hiring priorities during the pandemic, focusing on roles that were deemed essential or could be done remotely. This created a surge in demand for certain types of roles, such as healthcare workers or IT professionals.
These factors may have contributed to an increase in desperate messaging by recruiters, as they tried to fill open positions quickly and effectively. However, it’s important to note that spamming candidates is not an effective or ethical approach to recruitment, and recruiters should always strive to build strong relationships with candidates and treat them with respect.
Recruiting hell is a real place…
Recruiting Hell is a subreddit on Reddit that serves as a platform for people to share their frustrating experiences with recruiters and the job search process. The subreddit is primarily focused on recruitment horror stories, where users share their negative experiences with recruiters and the job application process.
The subreddit was created in 2017 and has since grown to over 300,000 subscribers. Users share stories of spammy messages, unprofessional behavior, unrealistic job requirements, and other frustrating aspects of the recruitment process.
In addition to sharing stories, the subreddit also serves as a support community for job seekers who may be struggling with the job search process. Users can share advice, offer encouragement, and commiserate with each other over their shared experiences.
While the subreddit is focused on sharing negative experiences, it can also be a valuable resource for recruiters and hiring managers who want to learn how to improve their recruitment practices and avoid common mistakes. By listening to the feedback of job seekers, recruiters can gain a better understanding of what candidates are looking for in a job and how to build better relationships with potential candidates.
How can we improve?
Improving communication and avoiding spamming candidates is essential for any recruiter, particularly for a junior recruiter who is just starting their career. Here are some tips that can help a junior recruiter improve their communication and recruitment practices:
Build a strong candidate pool: Instead of relying on mass emails or LinkedIn messages, focus on building a strong pool of potential candidates through referrals, networking, and targeted outreach. This can help ensure that you are reaching out to candidates who are a good fit for the role and are more likely to respond to your messages.
Personalize your outreach (consistently): Avoid sending generic messages and instead take the time to personalize your outreach to each candidate. This can include mentioning their experience or skills that are relevant to the role, or referencing any common connections or interests. There’s an art to writing an effective message that actually get’s a response back – I wrote a book called: “The Art of the Recruiter Message” that I certainly recommend checking out further.
Be clear and concise: Make sure your messages are clear and concise, and avoid using jargon or overly technical language. Be transparent about the role and the application process, including any qualifications or experience required.
Listen to feedback: If a candidate is not interested in the role or asks to be removed from your contact list, respect their wishes and make sure to remove them from your database. Take any feedback or criticism seriously and use it to improve your recruitment practices.
Build relationships: Focus on building strong relationships with candidates, even if they are not the right fit for the current role. Keep in touch with candidates who may be a good fit for future roles, and offer to provide feedback or support even if they are not selected for the role.
In summary, personalized messaging is likely to be a more effective approach to recruitment than spamming leads. By taking the time to understand the candidate and tailoring their messaging to their interests and experience, recruiters can build better relationships, increase engagement, improve the candidate experience, and attract higher-quality candidates.
Recommended Reading:
Sourcing neurodivergent professionals: building an inclusive recruiting process
Tips for Closing the Deal: Negotiating Salary with a Candidate
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