A speculative CV sent to a client that you have terms agreed with, and you’re actively working with is FINE, in fact, most clients encourage it – especially during a high growth phase.

However, a speculative CV sent to a company that you’ve had zero interaction with is wrong. Of course, this is just my view, but having spent time in agency and in-house recruitment, I can confirm that it’s just annoying. I believe that we (recruiters) should earn the right to make a placement, by taking the right approach and building an actual relationship with the hiring manager/company. A speculative CV basically just proves that you can take some key words from a job description and put it into a search, of course everyone is able to do that. So why do so many recruiters do this on a daily/weekly basis?

In short, KPIs. They will have a manager/director encouraging them to spam as many CVs to as many companies as possible in the hope that one of them might stick.

At CT19 we share client details and job descriptions with every candidate prior to submitting their CV. I’m not naïve enough to think that this is always the case elsewhere, but I was surprised/disappointed when speaking with a candidate recently.

I contacted the individual with a specific company and role in mind, shared all the details and they wanted to go ahead and apply. I submitted the CV and shortly afterwards I received an email from the client;

Hi Chris, thanks for the CV. Unfortunately, we have already received this from X agency”.

I thought that was a little odd. I picked up the phone and explained the situation to the candidate, and as I suspected, they had no knowledge of this introduction via another agency.

After a little digging it became clear that there was some detail on the initial correspondence from the other recruiter, which essentially gave them permission to introduce the CV to as many ‘suitable’ companies as they wanted to…REALLY?! We (recruiters) do often end up with a bad name, but to be honest some of the training and performance metrics encourage it.

Sure, we need to be a bit creative about how we get in contact with our prospects, especially with most people working from home.

It’s 2021, there are other ways to open a door, not just relentlessly cold calling, OR spamming people with CVs.

Candidates & Clients – take your time when selecting a recruitment partner, take a look at recommendations, actively reach out to those people and talk to them about their experience of said recruiter – you’ll have a better experience.

Chris initially chose to work within the Life Sciences and Medical Technology sector as he is passionate about healthcare and positively contributing to people’s lives. Chris has previous experience of both agency and internal recruitment, which has provided him with a real rounded understanding of what works well for clients and candidates. Initially working for a Times Top 100 recruitment agency as the second person into the Life Science Team, Chris positively contributed to the team’s growth through his commitment to providing a best in class service. Following a successful period of time in agency recruitment, Chris was headhunted by one of his largest clients. Perhaps due to the success of successfully providing them with 16 new and talented people for their business between March 2018 – October 2018. This business was ONI (Oxford Nanoimaging), who are one of the fastest growing biotechnology companies in the UK, with a headcount growing from 15 to 85 in just one year (2018). In the two years that Chris has been working with ONI, he has directly hired more than 40 people into the business, an incredible achievement.