This week we encountered something even worse than a poorly executed “Ad Chase”. Oh yes, it’s true. I can hear all of the internal recruiters out there spluttering with incredulity right now. How can there be anything worse than an agency recruiter calling up to tell you they have seen you are advertising for a specific vacancy in your company and would you be happy for them to help you recruit for that position themselves?
From the point of view of internal recruiters, this is quite possibly the most annoying aspect of their jobs. What the agency recruiter is saying, to their mind, is “hey, you’ve clearly got an opening in your organisation, and I don’t believe you are good enough to find the best candidate to fill that role, so let me do it for you.” Like a red rag to a bull, this is the poorest form of marketing a recruitment firm’s services, and is tantamount to questioning the very existence and point of that company’s internal recruitment function altogether.
Not the best way to open business relationships with what one might hope will become a future client.
But like the pre-copulation dancing of cannibalistic spiders, knowing full well that almost certain doom awaits the male spider post liaison, there is an inexorable urge for this dance, this exchange, this process to play out between the two parties. Powerless to stop their evolutionary urge, the agency recruiter sees the posted job ad, decides he can recruit for that role, picks up the phone to the internal recruiter….and nearly always gets eaten alive.
But we have encountered something even worse than this. Maybe many of you have encountered it already and we are behind the times, but this week we received an automated ad-chase in the form of this e-mail:
I hope you are well.
I understand that you are seeking a Talent Acquisition
Consultant | Internal Recruitment at the moment.
We may have the person that you are looking for.
Some points of note on MACRO are:
- We maintain a database of over 300,000 Australian based job seekers.
- Prior to joining the recruitment industry, all of our recruiters worked in the area they now recruit staff for.
- We maintain a 99.6% success rate for our placements passing their 3 months warranty period.
- All applicants perform behavioural profile and motivation assessments prior to being submitted to you.
We can provide a shortlist within 48 hours for most vacancies.
If you would like a hand with filling this vacancy please let me know
Phone: 1300 083 488
Fax: 03 9573 1516
Suite 8 230 Church St
Richmond, Vic 3121
Is this a new low for the agency recruitment market? Or could it really be that this company are onto something here? I very much doubt it and to my mind this kind of automated marketing is taking agency recruitment in the complete wrong direction. This is the embodiment of two of the worst activities in recruitment and marketing – a combination of ad-chasing and spam – a Frankenstein of impersonal selling that cheapens what consultative recruitment agencies are seeking to achieve.
And there is a place for ad-chasing when it is done well. If you are an agency recruiter who can make a polite and professional call, accept that the internal recruiter will want to assess their own ad response for a week or two, and offer an honest appraisal of the market and truthfully reveal access to more passive elements that would be interested in such a position, but not actively seeking a new role, so would be unlikely to find the job ad, then it is possible to add value to the recruitment process.
Especially if you believe in this research that suggests that agency recruiters are better at recruiting passive candidates than their internal corporate recruitment counterparts, because “third party recruiters know that Controlling, Connecting and Closing are the three most important elements when seeking to attract and hire passive candidates.”
But that’s a debate for another blog some other time….
As access to passive job seekers, and possessing the ability to convert them into interested candidates, continues to grow in importance, and the impact and results from simply posting ads on job boards continues to diminish, there is a place for well thought out ad chases from agency recruiters to internal recruiters. Internal recruiters might not like it, but the truth is that in the age of social networks and talent pooling of passive candidates, they just don’t know who they might be saying “no” to when an agency recruiter comes calling.
But out of respect these calls have to be made with humility and professionalism and for goodness sake make sure you can deliver if you do get the green light to present your “passive candidates”.
E-mail spam ad-chasing like that from Macro Recruitment above is certainly not a move in the right direction.