Is recruiting just a bunch of SPAM? I don't think so.

I get tired of this, and I really want an answer from the people who send out lists of candidates to anonymous recruiters, like me every day.

So tell me, what exactly do you think you accomplish by sending me your best (insert technology here) developer? Perhaps you prefer the machine gun approach and send me a list of your 50 best candidates.

The message?

You have a list, probably a big list. I am guessing you are over-compensating with your big list to hide the lack of relationships you have with well, anyone except the company selling you my email.

You play your candidates the way you play the lottery.

You have no relationship with me, yet you assume you have the perfect candidate for me. Why should I assume you have any better of a relationship with your candidates?
So, I as most people, just put you into the junk mail & blocked senders lists.

Of course, I know they will be back the next day, only under a different name.
It is much like the pleasure enhancing drug ads

I get despite my lack of need for such a product (talk about not hitting the right market).

and UK bankers who all want me to help them save the world by embezzling funds.

Not enough analogies, I will try one more. It is the equivalent of a construction worker yelling out profanities at a hot chick as she drives by, hoping it will somehow cause her to suddenly hit the brakes, come running back and saying "oh I finally found the man of my dreams!"

Does anyone really consider this recruiting?

Comment by Charles Van Heerden on August 25, 2009 at 2:13am: Julia, very true. Equally worse is the disrespect to their candidates, who may be blissfully unaware of being sold to the highest bidder. Indiscriminate lists are only helpful to separate the bad.

Comment by Paige Remington on August 25, 2009 at 11:36am: Fantastic! I don't understand the approach and LOVE your analogy to the construction worker. Maybe it worked ONCE for someone, somewhere, but really - doesn't it just take a lot of time to get one response? I think it would be time better spent developing relationships with a smaller set of people.

By the way - love the crap tag :)

Comment by Julia Stone on August 26, 2009 at 11:53am: Mike, I read your check yes or no & agreed with it too. Maybe you got me moving toward writing about it. I have been threatening to do so for a while now, so thanks for the catalyst.

Comment by Mat von Kroeker on August 26, 2009 at 1:28pm: Julia--- Although I agree in principle with your point of view with respect to "spam" and what can be considered spam-- I have to disagree about what "spam" is effective. I've used multiple email software very effectively-- usually with multiple positions where many candidates are needed. (usually lower level IT positions). An out-of-work candidate is ELATED to see my email-- where the person already in a position is ANNOYED BEYOND COMPREHENSION??? It depends on which side of the fence you're on.

Comment by Julia Stone on August 27, 2009 at 11:35am: Thank you Mat, for providing a different point of view.

I believe you and I are talking about different things though.

While I do get annoyed with form letters form recruiters you make a good point. My issue with those is that the lists of candidates that are sent the job descriptions are often not screened. This can result in emailing people (like me) who recruit for the positions ending up in the list too.

Metaphorically speaking, If your net is too big, you end up catching dolphins in with your tuna and salmon. Don't be a dolphin killer, please!

I would suggest that you consider an OPT-IN messaging system. I will admit that I find your type of system to be mildly annoying, but I would also assume it works for you or you wouldn't keep doing it.

I am referring to companies sending around lists of candidates or consultants available to work. Farming around from one 50 candidates at a time, who they are convinced are the answer to life, the universe, and everything. Once in a while they will even put the candidates in your profiles, even on recruitingblogs.com, although they work hard to avoid that type of problem.

I do thank you for coming forward to defend your point of view. It is not an easy battle to take up, and you do make some good points.