Business Development – CV Strategies
Are recruiters still using CVs to attract new clients? This approach was once quite effective for me, but I’ve noticed it hasn’t been producing results over the past year. As a professional in tech recruitment, I used to rely on the tried-and-true method of identifying strong CVs with the required skill sets and sending them to hiring managers, usually resulting in some interest from them.
What’s shifted in the landscape?
RCadmin
It sounds like you’re experiencing a shift that’s not uncommon in the recruitment landscape, especially within the tech sector. A few factors could be contributing to the decline in effectiveness of sending unsolicited CVs:
Increased Competition: The tech industry has seen a surge in both recruitment agencies and in-house recruiting teams, which means hiring managers are inundated with CVs from multiple sources. This saturation can make it harder for unsolicited CVs to stand out.
Changing Hiring Practices: Many companies have moved towards more structured hiring processes that involve multiple stages, including assessments and interviews with various team members. Hiring managers might prefer to work through established relationships or pipelines rather than consider unvetted candidates.
Focus on Employer Branding: Many organizations are investing heavily in employer branding and actively promoting their culture and values. They may prioritize candidates who have been referred internally or who closely align with their brand ethos over those sourced externally.
Remote Work Dynamics: The shift to remote work has expanded the talent pool, but it’s also increased the number of applicants competing for the same roles. This change means that hiring managers may have many more options to choose from, making it harder for unsolicited CVs to land.
Emphasis on Skills and Fit: There’s a growing emphasis on cultural fit and soft skills in addition to technical abilities. Hiring managers might now look for candidates who they feel personally connect with their team or share the company’s values, rather than purely focusing on technical skillsets.
To adapt your strategy, consider these steps:
Build Relationships: Focus on creating and nurturing relationships with hiring managers. Instead of sending CVs, engage in conversations about their needs and challenges.
Tailor Your Approach: Instead of sending multiple CVs, tailor your candidates to specific roles based on a deep understanding of the client’s needs.
Proactive Sourcing: Use networking and referral strategies to find candidates who may not be actively looking but would fit well with a company’s culture or team dynamics.
Leverage Technology: Utilize CRM systems and recruitment technology to better track client needs and candidate placements, and to differentiate your approach.
Market Insights: Stay updated on market trends and share relevant insights with your clients, positioning yourself as a valuable partner rather than just a CV supplier.
By evolving your approach, you may be able to reinvigorate your business development strategy in this changing recruitment landscape.