Is Resume Blasting a Good Strategy for Your Job Search?

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With so many people competing for the same open jobs, the thought of using one application to reach thousands of recruiters and hiring managers must sound very attractive.  Seemingly you would cover more ground in less time; and why not – all you need to do in  most cases is to fill out one online form and in a matter of minutes, your resume is instantly emailed to thousands of subscribing recruiters, and employers or posted in multiple online job-boards nationwide.  This concept is called resume blasting, and while it may sound like the perfect strategy to boost your job-search, take a minute to consider the following viewpoints before diving in.

  1.  Blasted resumes lack individuality.

At a time when employers are being bombarded by resumes, the last thing you want is to be one of the millions of overlooked candidates – you must stand out to be selected.  Most blasted resumes do not make it past a typical employer pre-screening process; which usually involves the use of software, to pre-select submitted resumes based upon certain keywords or phrases. Those that do make it, lack the strength of character that is often seen in personalized resumes making it less likely that such a resume will be chosen for further evaluation.

2.       Most blasted resumes do not make it to the intended recipient:

The reason you would use a resume blaster in the first place is to give it a better chance of being seen by more recruiters and hiring managers.  The numbers game definitely does work when used effectively, but when it comes to resume blasters the reality is that many recruiters and hiring managers may never even see or open your resume. The resumes which come as an email message may become recognized as spam by your email system.  Further, many recruiters  have reported that they receive so many irrelevant resumes from blasters that they are unable to keep up with all of them; even with the help of micro-selectors.  It becomes overwhelming to try to sort through and evaluate all the resumes, especially where most do not have anything to do with the positions you are trying to fill.  As a result, most recruiters and employers have discarded this strategy as a viable means of sourcing qualified candidates.

3.       Finally, think scarcity….

In the job-search industry, a scarce candidate presumably equals a quality candidate.  Ask any recruiter who they would rather work with, someone who has the requisite credentials, but is in every job-board and internal database, or someone who has similar credentials but is not to be found in any such databases.  Most likely, the recruiter will pick the second option.  They even have a name in the industry for such candidates – they call them MPCs which simply stands for Most Placeable Candidate.   If you use a resume blaster that puts your resume instantly into every job-board, you lose this quality.

Whenever you make a job application, you want to put your best foot forward from the very start.  While new technologies may seem to ease the application process; you must do your research to ensure that the process being used is helpful and not stalling your application or reducing your chances of being viewed as a credible and qualified candidate.

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