The Résumé Studio Blog

Either recruiters have gotten lazy, or there’s a new LinkedIn function in use that doesn’t quite hit the mark.

Thursday, I received an email from a recruiter that in ordinary circumstances would be accompanied by at least a slightly customized note.

Instead, I was left to guess why I was sent an unsolicited job description calling for a healthcare industry tech writer.

Um. Hmm.

First, I had to deduce what it was.

Second, I wasn’t the right target.

I suspect that the content and skills I have on my profile somehow ranked in a set of parameters that brought me to the recruiter’s attention.

Good.

While I’m not looking to abandon my executive résumé writing practice, it’s nice being considered.

I guess I wonder about what appears to be that missing step. The ability to blast job descriptions without a note of explanation to anyone who matches a perceived threshold of matchiness. There was no cover letter, let alone a statement of intention. Only a way to apply.

Also, I’ve taken a great deal of time to be sure my summary, experience, and skills and expertise sections are clear to anyone who finds me on LinkedIn. I write for healthcare execs, but I could never write content for, say, WebMD.

Interestingly, on the same day a finance client emailed a similarly unfocused and unceremoniously distributed job description that presumed he spoke Japanese.

He has traveled to Japan, and done work related to Asian markets, but last I checked (and I did), he doesn’t list Japanese in his list of languages spoken.

What gives, LinkedIn?

Recruiters?

Anyone?

I’m genuinely intrigued, but having come from the uber-precise, research-driven world of retained executive search — and working daily with candidates making sure we reach out to openings only when the position is a fit so we don’t unnecessarily bug recruiters — this seems like a step backwards.

I sincerely hope recruiters aren’t able to now shotgun blast job descriptions to LinkedIn users.

At least not without a more finely-tuned algorithm on LinkedIn’s part, and the ability to at least use a sentence or two to explain why an approach is being made.

Until next time!

Jared Redick is the founder of The Redick Group, an executive identity and career strategy firm based in San Francisco. He works with C-suite leaders, senior executives, and career transitioners to clarify their narrative, articulate their impact, and position themselves for what’s next.

Filed under: LinkedIn Ideas, On Recruiters |