Dear Talentburst.

Really? Actually, I should thank you. Sometimes, I get to wondering why people in my profession get such a bad rap. Then, I get something like this…

And it all becomes clear:

Dear Martin

I came across your resume on an online job board (really? which one?) and wanted to reach out to you to see if you might be interested in a contract opportunity (So, I’ll quite my permanent job for this? Oh, joy) in Cambridge, MA

My client is looking for a Recruiting Sourcer (btw, _not_ bolding this stuff makes it seem a bit less like a form letter. I mean, only a bit, but c’mon, at least look like you’re trying) to join their team on a contractual basis. My firm TalentBurst, Inc. is headquartered in Massachusetts and provides nationwide staffing support to our client.

Please carefully read the Job Description below, and if you would like to pursue this opportunity please email me an updated MS Word version of your resume and call me at (xxx) xxx-xxxx at your earliest convenience.  I appreciate your time and look forward to hearing from you. (Points for polite – granted, I don’t think you wrote this, but… points to somebody)

Recruiting Sourcer (I should point out, I am not, and never have been, a Sourcer – that’s a whoooole bunch of black-magic, hat out of a rabbit kinda stuff – I’m a Director of Talent Acquisition. I pull budgets out of finance, attend lots of meetings, hire people smarter than me, and function as their spear-catcher)

Cambridge, MA
4 + Months contract

The Recruiting Sourcer, as part of a team, will be responsible for building an ongoing candidate pipeline through research and internet searches. There is a high focus on creative sourcing, identifying active and passive candidates, generating marketplace knowledge, and pipeline development.

Essential Duties and Responsibilities include the following:

45% Source candidates:
Independently develop and maintain candidate flow supporting a variety of job families. Source candidates by utilizing a variety of search methods (i.e. internal database, job boards, networking, internet searches, organizations, etc.)
40% Communicate with Candidates:
Screen and assess candidates’ fit to role
Educate and excite candidates about Pega as an organization and the role
Present screened qualified candidates to assigned recruiter for recruiter screen or to directly to hiring manager for review as agreed with assigned recruiter
Provide full lifecycle support on an interim basis in the absence of the assigned recruiter due to vacation or leave
Follow defined recruiting practices
Utilize and maintain Recruitment Management System with high level of accuracy
5% Contribute to continuous improvement:
Contribute process improvement suggestions and RMS user stories to help drive maturation of RMS.
Utilize available means, including free webinars and training sessions provided via job board vendors, to stay abreast of best practices and share improvement recommendations with colleagues
5% Mentor and Coach:
Act as a mentor and / or ongoing to coach to new or more junior members of the team
5%:telemarketer-pic-dec-2008Perform special projects and other duties as assigned

Required Qualifications:
Bachelor’s degree
2+ years of experience in a high-volume Recruiting or Recruiting Sourcer role
Ability to learn and allocate time efficiently; handle multiple deliverables while concurrently managing competing priorities
Strong communication, interpersonal, time management, and organizational skills
Strong analytical, problem solving, and research skills
Knowledge of Microsoft Office Products including Word and ExcelAbility to work with enthusiasm in a challenging, fast-paced environment
Possesses the appropriate level of technical/functional expertise and knowledge

Must Have Bachelors degree

***Please note my deadline for Submittal of qualified resumes is by CLOSE OF BUSINESS TOMORROW ******

(Oh, no! I may miss the deadline!!!!)

So, here’s the thing: spamming candidates is never a good thing. Because for each one that responds, there are 99 who think “Damn recruiter spam – I hate recruiters”. Which is a lousy way to attempt to do business. Next time, make sure you’re trying to recruit someone who may wall _want_ the job you’re pushing.

Also, and as a s(n)ide note: Talentburst didn’t just lose a candidate (and some self-respect). They lost a client. I mean, who _pays_ to get embarrassedlike this?