Katie Achille over on RecruitingDaily wrote an interesting piece about a friend of hers that is using a popular “freelance services marketplace” to look for a new job. We kid you not. For $50 dollars, the freelancer will shortlist 30 openings based on the candidate’s interests and qualifications, apply to the approved selections on their behalf using their CV and an easily customizable cover letter.
True or False?
Achille is undecided about the practice. It makes a lot of sense for a busy professional to outsource the more mundane aspects of job seeking yet where do you draw the line? At what point in the recruitment process does the real candidate come forward? Whatever about the initial paperwork associated with job hunting, outsourcing online tests and phone screens is certainly a stage or two too much.
When the shoe is on the other foot
Recruiters have been automating and taking shortcuts with candidate applications for years. According to research by ResumeterPro, up to 72% of applications get rejected by applicant tracking systems before a live person even has a chance to review them while an article in Personnel Today showed how companies like Alexander Mann Solutions are using AI software to automate manual processes, such as interview scheduling and authorising job offers.
Yet if a candidate wants to get smart, it’s considered deceit. It’s a grey area but an interesting one.