You have heard of email spamming, but it’s time to get ready for “resume spamming.” Resume spamming is the process where applicants use Web technology to deluge a large number of company websites with “volume applications” for almost every job in the company. Think of it, the time is rapidly approaching when, with the push of a button, any person could literally apply to every job at every company in the world. The technology already exists, and as soon as some smart entrepreneur begins to offer the service, applicants will no longer have to visit individual sites to apply for a position. Technology will seek out the sites and automatically apply for them. The horror story behind this is that the volume of resumes received by any company could increase tenfold, putting a dramatic strain on current applicant tracking systems (ATS). Before you dismiss the notion out of fear or disbelief, think about it. As firms make it easier and easier to apply for a position (as they should), there will be a temptation for individuals to “over apply” to as many jobs and firms as possible. Why not? There’s no “penalty” for submitting multiple applications. It’s in the applicant’s best interest to “stretch” their applications to jobs that they might be only be minimally qualified for and to any company they might even remotely consider. It’s just human nature to consider increasing the number of resumes you send in, because it increases your odds of your getting a “hit” and there is no penalty for “over-applying.” The result will be that company websites will be inundated with a huge volume of resumes, many of which will be of low quality and/or a weak job fit. What does this new use of technology mean to employers?
Prepare for the flood.
Wise employment managers must begin to think ahead and prepare for this increased flow of resumes. This means reassessing their current applicant tracking system, and either upgrading it or perhaps planning on buying a new one with “next generation” tools which can accept and accurately sort large volumes of applicants. The Reverse Search: Companies Spam Applicants.
Speaking of new technology, there is a reverse side to resume spamming. It’s called applicant spamming! Currently firms recruit based on the traditional model where an applicant actively comes to the firm and applies for position. However technology is now advancing so fast that it will soon no longer be necessary to wait for the applicant to come to you to apply. Using sophisticated search engines it will soon be possible for firms to proactively search their web 24 hours a day for the names and/or the resumes of nearly every working person on the planet. Think of it, instead of waiting for applicants to come to you the computer can search around the world and look at every individual that can be found on the web. The computer can find them and then sort out the most qualified on a continuous basis. The very best that make the final cut could have jobs “pushed” to them for consideration without ever needing to formally apply. This “reverse spamming” will allow companies to “find them” before they “find us.” The model is intriguing, and it is certainly superior to the current one which requires individuals to know your firm first and to spend time coming to your site and submitting a resume. As 24/7 search engines become widely used, job boards will become obsolete. This is because it will no longer be necessary to “wait” for someone to post his or her resume to a particular board. Most working individuals will have their own personal web page or will be can be easily identified through association, demographic or even geographic databases. Conclusion.
At first thought this notion might seem far-fetched. I assure you that it is not. Wise recruiters and employment managers must begin to look ahead before it’s too late. They need to realize that their current systems won’t work as the flow of applicants (real and spammed) increases dramatically. The weak economy alone will drive a record number of applicants to corporate sites that were developed during higher employment times and when applicant traffic was slower. HR software developers need to plan ahead and advance their products to the point where owners of their software can take actually take advantage of the large volume and turn it into an opportunity. Don’t take my word for it. Check the increase in the volume of applications on your site for the last few months…you will see that the flood has already begun! <*SPONSORMESSAGE*>